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.     

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.

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.     

论高等教育评估中的顾客满意度测量

通过对高校现有评估方式存在缺陷的分析,提出在高等教育大众化的今天,高等教育要突出质量意识和服务意识,进而提出高等教育评估中应该引入顾客满意度测量,并对顾客满意度的基本理论模型进行了阐述。通过对国外高等教育评估中应用顾客满意度测量技术的概况评述,指出了顾客满意度测量在我国高校评估中应用的意义;最后提出在我国高等教育评估中应用顾客满意度指数模型的建议。     

Explaining cross‐national variation in the relationship between priority congruence and satisfaction with democracy

Previous research has shown that citizens tend to be more satisfied with the functioning of democracy when their ideological positions are more proximate to representatives'. This article argues that congruence in policy priorities between citizens and political elites should have a similar effect: citizens whose concerns are shared by elites should perceive them to be more attentive and responsive to public concerns and societal needs. Yet, the relationship might vary with differences in expectations towards democracy and representation. Specifically, it should be stronger in more democratic countries and older democracies. The hypotheses are empirically tested in a multilevel regression framework, where voter survey data from the 2009 European Election Study is linked with candidate survey data. The results indicate that citizens are indeed more satisfied with democracy if elites share their concerns, and the effect increases with democratic experience.     

Managerial Mediation Competency: A Mixed‐Method Study

Managerial conflict resolution skills such as mediation have often been poorly defined and measured. We used a mixed‐method design to develop a managerial mediation competency scale. In our first study, we used semistructured interviews to identify managerial mediation skills and attitudes, from which we derived a framework for measuring managerial mediation competency. In our second study, we developed scale items and used a quantitative survey to test the scale's psychometric qualities and to gain insight into the theoretical structure of managerial mediation competency. Our managerial mediation competency scale can be used in research questionnaires or organizational surveys as a training, research, and theory development tool.