Is Union Job Dissatisfaction Real?
In: The journal of human resources, Band 25, Heft 4, S. 736
ISSN: 1548-8004
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In: The journal of human resources, Band 25, Heft 4, S. 736
ISSN: 1548-8004
In: Social sciences studies journal: SSS journal, Band 7, Heft 82, S. 1988-2001
ISSN: 2587-1587
In: European Journal of Economics, Law and Politics, Band 1, Heft 2
ISSN: 2411-443X
In: IZA Journal of development and migration, Band 8, Heft 1
ISSN: 2520-1786
AbstractHaving a family member migrant reduces not only the labor force participation but also the job satisfaction of those left behind. Migrants' relatives build their expectations on earnings from migration through received information on the wage distribution in the destination country either from the size of remittances or directly from migrants. If their expected earnings from migration greatly exceed their current wages in the source country, migrant relatives become more dissatisfied with their jobs. Using a simple economic model of job satisfaction and applying both parametric and semiparametric estimations to Tajikistan's data, as well as with controlling for an endogeneity issue with the variable of interest, we estimate the significantly positive effect of the difference of the expected outside country earnings and current earnings of migrants' relatives on their job dissatisfaction. A larger gap between what an individual could earn in the migration destination country and what she receives now at her current job in the source country makes that individual unhappier.
In: International journal of human resource management, Band 23, Heft 8, S. 1717-1735
ISSN: 1466-4399
In: Journal of employment counseling, Band 44, Heft 4, S. 163-172
ISSN: 2161-1920
Given the central role of professional identity (i.e., collective self‐esteem in this study), the authors examined whether collective self‐esteem mediated or moderated relations between job dissatisfaction and client relationships in a sample of 132 professional counselors in the United States. Results indicated that collective self‐esteem partially mediated the relationship between job dissatisfaction and client relationships. Furthermore, job dissatisfaction was negatively related to greater levels of private collective self‐esteem, and greater private collective self‐esteem was positively related to better client relationships.
In: Problems & perspectives in management, Band 17, Heft 1, S. 32-41
ISSN: 1810-5467
This study examines the links among job dissatisfaction, intrinsic and extrinsic learning motivation, and creative work involvement (CWI). It also investigates the moderating effect of proactive personality. The research data were obtained from two surveys conducted four months apart involving 271 employees. Negative impacts of job dissatisfaction on (1) intrinsic learning motivation and (2) CWI were discovered. Positive impacts of both intrinsic and extrinsic learning motivation on CWI were found. Intrinsic learning motivation mediated the relationship between job dissatisfaction and CWI. In addition, proactive personality played moderating roles in the relationships between job dissatisfaction and (1) intrinsic learning motivation, extrinsic learning motivation and (2) CWI.
In: Journal of women and minorities in science and engineering, Band 15, Heft 3, S. 223-243
In: Human relations: towards the integration of the social sciences, Band 35, Heft 10, S. 845-855
ISSN: 1573-9716, 1741-282X
The moderating effect of opportunity for alternative employment on the relationship of job dissatisfaction and turnover was examined in an archival study correlating unemployment rates with the results of past studies examining the strength of the dissatisfaction-turnover relationship. A positive correlation (r = .39) was found indicating that the strength of the relationship between dissatisfaction and turnover is greater during periods of relatively high unemployment (i.e., low opportunity) than during periods of low unemployment (i.e., high opportunity). This finding contradicts what has been predicted by theories of turnover proposed by many social scientists, but it is in line with what might be expected from a general push-and-pull model of labor mobility.
In: Social behavior and personality: an international journal, Band 45, Heft 4, S. 617-627
ISSN: 1179-6391
Our aim was to elucidate when and why high performers feel job dissatisfaction by taking a resource flow approach and focusing on team members' role overload (resource outflow) and relative leader–member exchange compared to other members (resource inflow). The sample comprised
136 supervisor–subordinate dyads, and we found that role overload decreased high performers' job satisfaction owing to the depletion of available resources, whereas leader–member exchange social comparison (LMXSC) increased high performers' job satisfaction because of the attainment
of exclusive resources. Moreover, job satisfaction was lowest when resource outflow from role overload was not restored by resource inflow through LMXSC. We discuss theoretical and practical implications in relation to the literature on talent management, employee motivation, and leadership.
In: Journal of public affairs
ISSN: 1479-1854
In: Social science journal: official journal of the Western Social Science Association, Band 28, Heft 1, S. 85-100
ISSN: 0362-3319
In: Human relations: towards the integration of the social sciences, Band 45, Heft 3, S. 305-317
ISSN: 1573-9716, 1741-282X
Although a great deal of research has addressed the issue of outcome "fairness," relatively little has been done to illuminate the relationship between perceptions of outcome fairness (distributive justice), organizational systems fairness (procedural justice), job satisfaction, and intent to turnover. This paper isolates the empirical relationships between the types of perceived fairness, critical work attitudes, and intent to turnover using a sample of 88 employees in technical fields such as computer assisted design, product testing and assurance, and computer equipment repair. Intent to turnover was found to be most sensitive to perceptions of procedural justice. Implications of these results for managers are discussed.
In: Employee relations, Band 42, Heft 6, S. 1291-1308
ISSN: 1758-7069
PurposeThis paper investigates the role of psychological contract violation (PCV) as the antecedent of employee turnover intention. It also explores the role of job dissatisfaction and work disengagement as the sequential underlying mechanism of a positive effect of PCV on employee turnover intention.Design/methodology/approachDrawing on social exchange theory (SET), the authors postulate that PCV triggers negative reciprocity behaviour in employees, which leads to job dissatisfaction and work disengagement, which in turn develop into turnover intentions. The authors tested the research model on time-lagged data from 200 managers working in the banking sector of Pakistan.FindingsThe findings confirmed the hypothesis that employees experiencing PCV raise their turnover intentions because of a feeling of organisational betrayal which makes them dissatisfied and detached from their work.Originality/valueThis research advances the body of knowledge in the area of psychological contracts by identifying the mechanisms through which PCVs translate into employee turnover intentions.
In: Journal of vocational behavior, Band 115, S. 103323
ISSN: 1095-9084