Factors Contributing to Job Satisfaction in HigherEducation PDF

3 159 227 159L227 159 227 159 factors Contributing to Job Satisfaction in HigherEducation PDF 159ZM230 160. This is a preview of subscription content, log in to check access.


Författare: Donna Brown.
Several studies have been conducted to investigate
the level of job satisfaction among employees within
different types of organizations. A satisfied
workforce leads to higher productivity because of
fewer disruptions such as absenteeism, departure of
good employees, and incidences of destructive
behavior. Although extensive research has been
done in this area, there are still some major
controversies as to what are the real factors that
contribute to workers‘ satisfaction and
dissatisfaction at the workplace. This book
therefore describes the elements that contribute to
job satisfaction and its relationship to
organizational and religious commitment among workers
in higher education. It is the expectation that the
content of this book will help to provide an
atmosphere within the organization that will enhance
workers‘ satisfaction and increase their level of
commitment.

We thank Stephane Brutus and Kathleen Boies for their useful feedback. Fulfills responsibilities specified in the job description. Has an attendance record which is above the norm. Passes along information to other volunteers. Gives advance notice when unable to show up. Adheres to informal rules devised to maintain order. Social psychology of creativity: A consensual assessment technique.

Long-term effects of volunteerism during the undergraduate years. The relation of intrinsic need satisfaction to performance and well-being in two work settings. The missing opportunity in organizational research: Some implications for a theory of work motivation. Expanding the criterion space to include elements of contextual performance. Voluntary employee turnover: Combining variables from the traditional turnover literature with the theory of planned behavior.

The differential effects of intrinsic and identified motivation on well-being and performance: Prospective, experimental and implicit approaches to self-determination theory. Understanding the volunteer market: The what, where, who and why of volunteering. The Michigan organizational assessment questionnaire: Assessing the attitudes and perceptions of organizational members. Volunteer labor supply: The role of workers’ motivations. The role of organizational citizenship behavior in turnover: Conceptualization and preliminary tests of key hypotheses. A functional analysis of altruism and prosocial behavior: The case of volunteerism. Review of personality and social psychology, vol.

Performance and commitment: Issues in management of volunteers in human service organizations. Finding flow: The psychology of engagement with everyday life. Understanding organizational commitment for volunteers: Empirical and managerial implications. The 1997 national survey of volunteering. Intrinsic motivation and self-determination in human behavior.