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This report presents the results and analysis of the data collected during a survey of patient and employee satisfaction, conducted at all Veterans Administration (VA) health care facilities during April/May, 1974. The results sho...
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This report presents the results and analysis of the data collected during a survey of patient and employee satisfaction, conducted at all Veterans Administration (VA) health care facilities during April/May, 1974. The results showed an overall highly positive perception of the hospital personnel among inpatients. Outpatients were also pleased with the quality of care received and with the attitudes of clinic personnel. Both groups showed concern with not being told enough about their conditions. Employees other than physicians and dentists describe their work most characteristically as desireble, interesting, and enjoyable (92 percent). Although very large percentages of physicians are satisfied with several job features, there are also substantial percentages of staff who are seriously dissatisfied with their current salary and restrictions against increasing their salary by outside practice. Some recommendations are offered concerning specific aspects of the survey's findings.
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An emerging literature has demonstrated that proportionately more dissatisfiedemployees intend to leave their employing organization while proportionately more satisfied employees intend to remain. The purpose of the present study...
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An emerging literature has demonstrated that proportionately more dissatisfiedemployees intend to leave their employing organization while proportionately more satisfied employees intend to remain. The purpose of the present study was to apply criteria for aggregation of individual-level data to the group-level using a measure of job satisfaction in the prediction of aggregated group-level intent to leave. Data collected from 5,586 employees of the Federal Aviation Administration provided partial support for aggregation. These results have general implications for the use of individual-level job satisfaction scores as predictors of group-level intent to leave.
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This study examined the relationship between performance rating level and attitudes about the General Performance Appraisal System. A survey of the attitudes about the General Performance Appraisal System was given to the employee...
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This study examined the relationship between performance rating level and attitudes about the General Performance Appraisal System. A survey of the attitudes about the General Performance Appraisal System was given to the employees of Tripler Army Medical Center. The results were correlated with the performance ratings received by the employees. The study found a strong positive relationship between the two scores. The author concludes that the General Performance Appraisal System is achieving its goals based on the generally positive responses to the survey. Keywords: Performance human; Attitudes psychology; Performance appraisal. (KT)
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The literature on job satisfaction and organizational commitment is reviewed. Job satisfaction is defined and current theoretical perspectives identified. Subsequent discussion focuses on the measurement of satisfaction, methods o...
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The literature on job satisfaction and organizational commitment is reviewed. Job satisfaction is defined and current theoretical perspectives identified. Subsequent discussion focuses on the measurement of satisfaction, methods of studying satisfaction, the determinants of satisfaction, and the consequences of satisfaction. A parallel treatment of organizational commitment follows. Finally, agendas for future theory and research are summarized.
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The purpose of this study was to expand the current understanding of the factors related to first-line supervisory effectiveness. Data was collected from over 400 employees from three Navy Public Works Centers. Structured question...
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The purpose of this study was to expand the current understanding of the factors related to first-line supervisory effectiveness. Data was collected from over 400 employees from three Navy Public Works Centers. Structured questionnaires and interviews were the primary means of data collection. Among the variables examined in relation to supervisory effectiveness were: supervisory behavior, workers' trust in and loyalty to their supervisors, supervisors' trust in and loyalty to their bosses, personal characteristics of supervisors, job satisfaction of workers and supervisors, bosses' and workers' expectations of supervisors' actions, and characteristics of supervisory jobs.
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An integrative model which included antecedent and outcome variables was developed for the study of organizational commitment and job involvement. Antecedent variables were grouped into the four categories of personal-demographic ...
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An integrative model which included antecedent and outcome variables was developed for the study of organizational commitment and job involvement. Antecedent variables were grouped into the four categories of personal-demographic characteristics, personal-psychological characteristics, work experiences and job characteristics. As a set, seven variables from all four categories were significant in explaining 40.8 percent of the variance in organizational commitment. One variable each from the job characteristics category and the work experiences category together were significant in explaining 22.7 percent of the variance in job involvement. As a group, work experiences were more closely related to job involvement. Work outcome variables examined were intent to remain, perceived self-performance, and perceived self-effort. Organizational commitment emerged as a better predictor of each of these than job involvement. Overall, the model was more valuable in depicting the antecedents and outcomes of organizational commitment than in depicting the antecedents and outcomes of job involvement. (Author)
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摘要 :
An integrative model which included antecedent and outcome variables was developed for the study of organizational commitment and job involvement. Antecedent variables were grouped into the four categories of personal-demographic ...
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An integrative model which included antecedent and outcome variables was developed for the study of organizational commitment and job involvement. Antecedent variables were grouped into the four categories of personal-demographic characteristics, personal-psychological characteristics, work experiences and job characteristics. As a set, seven variables from all four categories were significant in explaining 40.8 percent of the variance in organizational commitment. One variable each from the job characteristics category and the work experiences category together were significant in explaining 22.7 percent of the variance in job involvement. As a group, work experiences were more closely related to job involvement. Work outcome variables examined were intent to remain, perceived self-performance, and perceived self-effort. Organizational commitment emerged as a better predictor of each of these than job involvement. Overall, the model was more valuable in depicting the antecedents and outcomes of organizational commitment than in depicting the antecedents and outcomes of job involvement. (Author)
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The reliability and validity of an instrument designed to measure five core job (task) attributes were examined for three different samples. Results indicate that the a priori distinctions among job attribute constructs are approp...
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The reliability and validity of an instrument designed to measure five core job (task) attributes were examined for three different samples. Results indicate that the a priori distinctions among job attribute constructs are appropriate and that two attributes, task autonomy and skill variety, are consistently related to general job satisfaction. Implications for the use of job design instruments are discussed. (Author)
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The following thesis attempts to explain the significance of shared values andorganizational outcomes. The way researchers generally view organizations now, as cultures, is important to this problem. The organization studied is vi...
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The following thesis attempts to explain the significance of shared values andorganizational outcomes. The way researchers generally view organizations now, as cultures, is important to this problem. The organization studied is viewed as a culture and thus its values were taken as important variables that affect organizational outcomes such as job satisfaction and organizational commitment.
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A strong correlation has been found between turnover rates and job satisfaction. A satisfied employee is more likely to contribute to improved delivery of health care as well as increased length of employment. The hypothesis is th...
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A strong correlation has been found between turnover rates and job satisfaction. A satisfied employee is more likely to contribute to improved delivery of health care as well as increased length of employment. The hypothesis is that job satisfaction will be more positive for LPN's practicing Primary Nursing than for LPN's practicing Team Nursing. The data from a descriptive survey was evaluated to determine if method of care delivery caused a difference in the perception of job satisfaction for the LPN's of Gainesville, VAMC Nursing Service. A significant difference was found in overall job satisfaction between the NHCU LPN's and the acute care facility LPN's and the hypothesis was supported.
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