An examination of job attitudes of white,black, and hispanic nurses in a public hospital

This paper reviews the literature on racial differences in job satisfaction and examines differences among whites, blacks and hispanics in job-related attitudes for a sample of nurses employed in a public hospital. Levels of job satisfaction, organizational commitment, turnover intentions, and job burnout were compared among the three race categories. Results indicated that significant differences existed for levels of job satisfaction, organizational commitment and job burnout among whites, blacks and hispanics. Hispanics reported significantly higher job satisfaction than whites and blacks, and whites reported less organizational commitment and higher levels of job burnout than blacks.     

The Mediating role of Job Satisfaction in the Relationship between Organizational Justice and Employee Outcomes

Grounded in Social Exchange Theory and Equity Theory, this study examined the mediating role of job satisfaction on the relationships between organizational justice and employee’s outcomes. The study applied PLS-SEM to analyze data obtained from 142 employees. The results show significant relationships exist between organizational justice dimensions and job satisfaction and between job satisfaction and employee’s outcomes. Furthermore, the study found the mediating effect of job satisfaction on the hypothesized relationships. This paper contributes to the existing human resources literature on employees’ outcomes and guides management on how to improved employees’ job satisfaction and employee outcomes.     

Yours emotionally: How emotional intelligence infuses public service motivation and affects the job outcomes of public personnel

We investigate the role of emotions in the public sector and their relation with work outcomes typical of public arenas. We focus on the emotional intelligence of public healthcare staff and its potential impact on public service motivation, job satisfaction, affective commitment and the quality of service to citizens. Using data from 200 nurses in a large Israeli public hospital, we examine a mixed model of direct and indirect relationships. The findings support direct positive relationships between emotional intelligence, public service motivation and job outcomes, and several indirect relationships: (1) the mediating effect of public service motivation in the relationship between emotional intelligence and affective commitment, and (2) the moderating role of emotional intelligence in the relationship between public service motivation and service quality. The impact of public service motivation on self‐reported service quality is stronger for public employees with more emotional intelligence.     

THE IMPACT OF PUBLIC SERVICE MOTIVES ON WORK OUTCOMES IN AUSTRALIA: A COMPARATIVE MULTI‐DIMENSIONAL ANALYSIS

There is a general consensus that individuals who are driven to serve the public interest can possess a mix of public service motives for engaging in altruistic actions. This article proposes that when analysed simultaneously, some public service motives may play a more important role than others in influencing work outcomes. The pressing questions are which ones and how? Through a survey of a group of Australian public sector employees, this article explores the relationship between the various dimensions of public service motivation (PSM) and the common work outcomes: organizational commitment, job satisfaction and job motivation. The combinations of PSM dimensions that had a greater impact on these work outcomes are also found to vary with different outcomes.     

The Influence of Emotional Labor and Emotional Intelligence on Job Performance: Does Ownership Type Matter? A Comparison of Public and Private Organizations in China

ABSTRACT

Given the limited knowledge about the effect of contextual factors of organizational ownership types on emotional labor, this research addresses two main questions: (1) whether emotional labor varies among organizations with different ownership types; and (2) whether emotional labor and emotional intelligence relate to job performance in different ways in public and private organizations. This paper examines the research questions with 306 self-report questionnaires from the public sector, domestic privately-owned enterprises and foreign-invested firms in China. Significant differences were found in the emotional labor reported in public and private organizations. Overall, emotional labor was found to have a significant effect on in-role performance, and emotional intelligence moderated the link between emotional labor and job performance in public organizations, but not in private organizations.     

Do Employees Feel Comfortable Blowing the Whistle When Their Supervisors Practice Transformational Leadership?

Although public organization literature is replete with studies examining whistleblowing, scholars have generally neglected the connection between leadership styles and whistleblowing. Furthermore, no study was found that examined the relationship between whistleblowing and the most often studied leadership style, transformational leadership. This article fills this void in the literature by examining the relationship between transformational leadership and whistleblowing in government agencies. After controlling for employee commitment and several power-dependency factors, the results revealed that employees were more comfortable blowing the whistle when they perceived organizational leaders and managers were practicing transformational leadership than when they perceived they were not. In fact, transformational leadership was the most important predictor. Employees were also most comfortable when they exhibited high levels of commitment and job satisfaction. On the other hand, minority employees were less at ease reporting wrong-doing to their supervisors than Caucasian employees. The implications of these results are thoroughly discussed in the article.     

Turnover Intentions of Volunteer Resource Managers: The Roles of Work Motivations,Person–Organization Fit,and Emotional Labor

Volunteer management careers and the influence of workplace factors on volunteer manager turnover intentions have received relatively little attention in the empirical research literature. This study uses original survey data collected from over 400 volunteer managers to examine relationships between turnover intention and work motivation factors, person–organization fit (P-O fit), and emotional labor. Work motivation factors includes perceptions of advancement opportunities, task significance, autonomy, and pay satisfaction. P-O fit reflects the degree of congruence between an individual’s values and goals, and the characteristics of their workplace. Emotional labor reflects the degree to which employees are engaged in the management of emotions to adhere to the emotional expectations of their jobs. Results emphasize a lack of advancement opportunities as the primary driver of turnover, and P-O fit as a main factor for retention. In addition, the ability to regulate emotions was found to result in reduced quit intentions.     

Intent to Exit: Why Do US Federal Employees Leave?

This study examines factors that may influence an employee to exit an organization. Factors that are considered to influence exit are derived primarily from Hirschman’s model of exit, voice, loyalty, and neglect. Other variables considered are public service motivation, job satisfaction, pay satisfaction, gender, race, supervisory status, and agency. The study evaluates the relationships between these variables using data obtained from the United States’ 2010 Federal Employee Viewpoint Survey. Overall, the data suggest that there is a slight tendency of public employees to be intrinsically motivated.     

Distributed leadership and performance-related employee outcomes in public sector organizations

Distributed leadership is the sharing of leadership tasks between managers and employees. This article demonstrates how a distributed leadership perspective adds to the public administration literature by including an important sensitivity to planned and nonplanned leadership. We propose a theoretical model that explains the impact of distributed leadership on employee outcomes which have a direct or indirect impact on organizational performance in public organizations contingent on alignment with individual leadership capacity and organizational goals. Our empirical analysis in the Danish hospital sector shows initial support for the expected relationships between distributed leadership and performance-related employee outcomes such as job satisfaction and innovative behavior. This indicates that the distributed leadership perspective holds the potential to strengthen service delivery in complex public service organizations while there is weaker support for the notion that the positive impact of distributed leadership depends on individual leadership capacity and their support for organizational goals.     

Project management and job satisfaction in the public sector

The article addresses the question of the impact of project management on employee job satisfaction. After noting that the literature generally does not provide much information on the subject, the results of a study conducted in Garland Texas are presented. The Garland data, based on an analysis of twenty-two matched-pairs of employees (a group who had served on project teams were matched with a similarly-situated group who had not), indicated that project management does change employee opinions about management practices. Indeed, in terms of decision-making processes, goal-setting, interaction and upward communication processes, there were significant differences between the two groups. The study concludes that part of this effect may be similar to a “Hawthorne Effect”.     

Organizational Commitment,Job Satisfaction and Attitudes toward Organizational Change: A Study in the Local Government

The present study investigates the direct and indirect relationships among job satisfaction, organizational commitment, and attitudes toward organizational change and their dimensions. Results indicated that employees in the investigated departments are highly satisfied with supervision and coworkers, whereas they are slightly satisfied with work conditions and job security, but they have low satisfaction with pay and promotion facets of the job. Results further demonstrated that employees in the investigated departments are remaining with their current departments either because they want to do so, or because they have to do so, but not because they feel they ought to do so.     

Generalizability of a theory of job attitudes: a cross–cultuural view: research note

This study reports the result of a test of applicability of the two-factor theory of job attitudes. The theory assumes two independent sets of variables (motivator and hygiene) important to job satisfaction and dissatisfaction. It is also claimed that the two- factor theory is appropriate for all working populations of differing nationalities. Most of the previous attempts to test the applicability of this theory in different cultures were criticised for examining job attitudes in other cultures from an American point of view as they translate and administer questionnaires either developed in the United States or based on the findings of the original study. The applicability of the assumption of two-factor theory to the job attitudes of Turkish-Cypriot employees (N=62) was determined through content analysis of critical incident stories. Factors associated with the job attitudes of Turkish-Cypriot employees could be separated into two relatively independent sets of' variables comparable to motivator-hygiene dichotomy. It was also found that both sets of variables were found to be associated with job satisfaction, Thus, the results of the present study only partially support the assumption of the two-factor theory and imply that blanket application of American administrative theories, without considerable tailoring by cultural group, is hazardous.     

Emotional Labor and Job Stress in Caring Professions: Exploring Universalism and Particularism in Construct and Culture

Passage of the Affordable Care Act (ACA) in the US increases demand for nurses and brings health care into the public sphere with all that entails, including public accountability and performance measurement. In the UK’s long-standing national healthcare system, revelations of several years of neglect and poor oversight at one hospital might have contributed to nearly 1,200 deaths. The resulting Francis Report cited, among many factors, undue emphasis on reaching national access targets and balancing budgets for substandard care. Scholars of emotional labor note these trends with interest, because emotional labor is essential to nursing practice. But is emotional labor a universal construct, or is it particular to cultural context? How much can be imported from one study to the next? We compare nurse job stress in individualist and collectivist countries and reveal a statistically significant relationship: The higher a country’s individualism index, the greater the frequency of emotional-labor-demanding job stress.     

Federal Employees’ Job Satisfaction: Does Transformational Leadership Matter? The Case of the U.S. Department of Veterans Affairs

Morale among U.S. federal employees has increased but remains low compared to the private sector and in certain agencies, including the Department of Veterans Affairs (VA), which has experienced scandal and management challenges, including a crisis of leadership. Using data from the 2015 Federal Employee Viewpoint Survey, this article examines the influence of transformational leadership (TFL) on job satisfaction/commitment among VA employees. Regression analysis reveals a positive association between satisfaction/commitment and each of the four TFL dimensions, controlling for the other dimensions and sociodemographic characteristics. Employees who perceive leaders as fostering creativity, empowerment, trust/respect, and clear goals/expectations are more satisfied/committed.     

Personality and Job Satisfaction: Evidence from a Sample of Street-Level Bureaucrats

Job satisfaction is an important component of bureaucratic success. In this article, we build on the emerging literature on the five-factor model of personality and argue that basic personality characteristics can help us understand why certain employees are more satisfied with their jobs than others. Multivariate analysis of personality and job satisfaction data from over 1,000 public servants supports this argument. We conclude with a discussion about how personality can add to our theoretical understanding of public personnel management, and help public managers identify applicants who are likely to be satisfied with work in the public sector.     

Job Satisfaction of Public Sector Employees in Sub-Saharan Africa: Testing the Minnesota Satisfaction Questionnaire in Ghana

Public sector administration in sub-Saharan Africa experiences a myriad of problems of the logical perception between worker dissatisfaction and demotivation of job standards. This study tested the Minnesota Satisfaction Questionnaire (MSQ) in a typical public sector organization in sub-Saharan Africa. A total of 100 usable surveys were analyzed with SPSS. A very low level of job satisfaction was indicated, and more than 83% of respondents indicated dissatisfaction in their pay and the amount of work they do. Significant differences in job satisfaction scores were also found in the educational level of staff, and between genders. The study outcome highlights the roles of employees and organizational weak spots of human resource management (HRM) practices in a typical sub-Saharan African country, and provides an alternative pathway in employee satisfaction and performance outcome.     

Enhancing Employees’ Work Performance through Organizational Justice in the Context of Financial Crisis. A Study of the Greek Public Sector

In a period of economic crisis, the increasing pressure of sparse financial resources and the structural reforms in labor law are factors pushing and forcing managers of both public and private organizations to do more with less. The current study explores how employees’ performance in the public sector is affected by perceptions of organizational justice in terms of resource allocation (e.g., benefits and compensation). The responses received from a sample of 490 employees working for public organizations in Greece indicated that work performance is significantly and positively related not only to employees’ satisfaction with pay, but also to employees’ perceptions of distributive and procedural justice.     

Do Role Clarity and Job Satisfaction Mediate the Relationship between Telework and Work Effort?

The empirical association between telework and work effort, as well as how this relationship is mediated by role clarity and job satisfaction, is lacking in the literature. As a consequence, the direct and indirect impact of telework on work effort in U.S. federal government agencies was examined in the article. Results indicate that telework was inversely related to work effort. Moreover, role clarity and job satisfaction did not mediate the relationship between telework and work effort. The implications these results have for theory and practice are thoroughly discussed in the article.     

In Search of the Holy Grail in Public Service: A Study on the Mediating Effect of Public Service Motivation on Organizational Politics and Outcomes

ABSTRACT

There appears to be a research gap in terms of examining whether PSM will hold fast even in the midst of a politically charged work environment. This article investigates how highly motivated government employees would react to the potentially adverse effects of political perception (POP) on organizational commitment, job satisfaction and workplace stress. The findings indicated that PSM exists among the respondent municipal social workers in the Philippines and that this motivation directly translates to positive outcomes. However, PSM did not have the expected mediating effect which is a departure from the commonly held view about its buffering power and mitigating role.