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.     

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.     

Viability of Municipal Companies in the Provision of Urban Infrastructure Services

This article discusses the organisational and institutional model of municipal company in the provision of urban infrastructure services in Portugal. The law recently enacted which defined the legal regime for the local business sector, as well as the growing awareness that the new public management models represent great advantages in comparison with the bureaucratic ones that characterise the traditional public administration, make this a current and relevant issue. For the purpose of investigating the viability of this provision model, this research encompasses three complementary analyses. First, the results obtained from a nationwide questionnaire on the features of municipal companies are analysed. Second, a SWOT matrix is constructed to examine the model of municipal company and, third, the total factor productivity (TFP) of these organisations is determined using the index number theory, in order to evaluate their performance and compare it with that of the traditional bureaucratic models. Although the concept of municipal company is based on noble principles and, in theory, it shows advantages compared to other means of service provision, this research points to very negative results regarding the model and leads to the conclusion that the aimed benefits are not achieved in Portugal. There are many causes contributing to this effect, but the political patronage of these companies and the lack of technical competence are presumably two of the most significant ones.     

Ethnicity,Language Capacity,and Perception of Ethnic-Specific Services Agencies in Asian American and Pacific Islander Communities

Abstract

This study examined (1) the ethnicity and language similarity between professional staff and service users, and (2) client satisfaction in ethnic-specific services (ESS) agencies serving Asian Americans and Pacific Islanders (AAPI). A combined method of agency survey and focus groups was used to collect the data. Findings indicate that ESS served a diverse AAPI population, although some ethnic and language sub-groups remain to be under served. Service users clearly prefer ESS, which is associated with a higher level of trust than mainstream services. However, staff simply sharing similar language or ethnic background does not automatically warrant trust. Trust is developed through a sense of respect that staff demonstrates within a cultural context. The feeling of trust is likely to determine AAPI clients' commitment to remain in treatment, a prior condition for achieving any desirable outcome.     

Nail-biters and no-contests: The effect of electoral margins on satisfaction with democracy in winners and losers

Previous scholarship has found robust connections between winning an election and democratic system support. Building on this connection, our analysis theorizes an additional dimension of competitiveness existing in executive elections. We hypothesize a polarizing effect in close elections: that individuals feel the most satisfied after winning by a narrow margin, while losers will be most dissatisfied. Using survey data from eighteen national elections across eight countries, our findings support half of this expectation. Winner satisfaction with democratic systems is highest in close elections and erodes as margin increases. Losers' reported satisfaction is not affected by margin – those who lose by half a percent are indistinguishable in levels of system support from those who lose in landslides.     

Coercion and patient satisfaction on psychiatric acute wards

Legal-, perceived- and objective coercion were examined both separately and together as a measure of accumulated coercion, to determine how coercion affected patient satisfaction in patients admitted for acute psychiatric care. Accumulated coercive events significantly reduced both overall satisfaction, and satisfaction in four of five subscales evaluating different aspects of treatment. Neither legal status nor perceived coercion affected patient satisfaction, while objective coercion had a significant negative effect on overall satisfaction when these measures were analysed separately. Overall patient satisfaction reported at discharge was low, while satisfaction with different aspects of treatment showed considerable variation. The observation that perceived coercion in the admission process did not affect satisfaction significantly underlines the need to further explore the interaction between subjective and objective measures for coercion. It appears that multiple measures for coercion should be used in future studies.     

Dating Violence Victimization,Relationship Satisfaction,Mental Health Problems,and Acceptability of Violence: A Comparison of Men and Women

Two of the most common reported consequences of dating violence are its impact on the victim’s satisfaction with their romantic relationship and its impact on the victim’s mental health. Recent research suggests that the strength of these relationships may be moderated by the degree to which the dating violence is acceptable to the victim. However, studies of these relationships have been limited to samples of women. The purpose of the present research was to examine the relationships among dating violence victimization, relationship satisfaction, mental health problems, and acceptability of violence for a sample that includes not only female victims, but also male victims. Using a sample of 155 male and 417 female college students, hierarchical regression analyses found that dating violence victimization is associated with relationship satisfaction and mental health problems for both men and women. For men, acceptability of violence moderated the relationship between dating violence victimization and the mental health problems of depression, anxiety, and somatization. For women, acceptability of violence moderated the relationship between dating violence victimization and relationship satisfaction only.

论法家关于奖赏之法的思想及其现代意义

法家是我国历史上有名的重刑主义者，但他们关于奖赏方面的法律思想也是很丰富的。法家法律思想中重视奖赏之法的思想启示我们，奖赏与刑罚一样，既是法律内容的重要组成部分，也是法律调整社会关系不可缺少的手段。为此，我们应重视激励性立法的研究工作，在法律中增添有关奖赏的内容     

个性化改造：教育改造罪犯的模式创新

个性化改造是近年来我国监狱工作者对监狱罪犯进行教育改造的模式进行改革创新的有益探索。从个性化改造的理论基础出发，以全面质量管理模式为框架，组织实施个性化改造，促进罪犯教育改造的模式创新。     

Does Fairness Matter More to Some than to Others? The Moderating Role of Workplace Status on The Relationship Between Procedural Fairness Perceptions and Job Satisfaction

Three field studies explored the relations among status, procedural fairness, and job satisfaction in the workplace. Study 1 revealed that status differences moderated the relationship between procedural fairness and job satisfaction such that there was a stronger relationship between procedural fairness and job satisfaction for individuals with higher perceived status than for those with lower perceived status. Study 2 examined a possible underlying psychological mechanism for the moderating effect of perceived status—the importance of procedural fairness deservingness—and found that higher levels of perceived status were associated with a greater sense of deservingness for procedural fairness. Extending the results of the first two studies, Study 3 found that procedural fairness deservingness mediated the moderating effect of status on the relationship between procedural fairness and job satisfaction. This research contributes to theories of fairness by further illuminating the role of status in affecting reactions to procedural fairness. This research also contributes to our understanding of status in organizations and shows that perceived status can lead to an increased sense of deservingness.