Browsing by Subject "JOB-SATISFACTION"

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  • Liu, Jie; Ilmarinen, Ville-Juhani (2020)
    This research investigated the moderation effects of core self-evaluation (CSE) on singles’ ideal partner preference, concerning distinctive similarity in personality. The data were collected from singles from three countries (i.e., China, Denmark, and US), and modelled in a multilevel profile analysis. The results show that CSE moderated distinctive profile similarity preference in that people high in CSE preferred higher distinctive profile similarity with their ideal partner. In addition, CSE moderated distinctive trait similarity preference in Emotionality, Extraversion, Agreeableness, and Conscientiousness in that people high in CSE preferred their ideal partner to share higher distinctive similarity on these four traits. Implications and limitations of the research and findings are also discussed.
  • Masuda, Aline D.; Sortheix, Florencia M.; Beham, Barbara; Naidoo, Loren J. (2019)
    The current paper examined the associations between Schwartz's (2006) cultural value orientations and individuals' work-family conflict. Results of multilevel analyses across 19 European countries (N = 16,145) showed that the cultural value orientation of embeddedness vs. autonomy, hierarchy vs. egalitarianism, and mastery vs. harmony were related to individuals' higher levels of family-to-work conflict (FWC). Embeddedness vs. autonomy was positively related with work-to-family conflict (WFC). These results hold after controlling for both individual-level predictors of WFC and the GLOBE cultural values of in-group collectivism, gender egalitarianism, performance orientation, and power distance. Whereas gender egalitarianism was negatively related to WFC, in-group collectivism was not related to any form of work-family conflict. Also, performance orientation (PO) related to lower FWC and WFC. Further, our analysis yielded significant indirect effects of embeddedness vs. autonomy and hierarchy vs. egalitarianism on FWC via family demands (household size) and on WFC via working demands (total working hours). Implications for theory and practice are discussed.
  • Numminen, Olivia; Leino-Kilpi, Helena; Isoaho, Hannu; Meretoja, Riitta (2015)
    Background: Nursing practice takes place in a social framework, in which environmental elements and interpersonal relations interact. Ethical climate of the work unit is an important element affecting nurses' professional and ethical practice. Nevertheless, whatever the environmental circumstances, nurses are expected to be professionally competent providing high-quality care ethically and clinically. Aim: This study examined newly graduated nurses' perception of the ethical climate of their work environment and its association with their self-assessed professional competence, turnover intentions and job satisfaction. Method: Descriptive, cross-sectional, correlational research design was applied. Participants consisted of 318 newly graduated nurses. Data were collected electronically and analysed statistically. Ethical considerations: Ethical approval and permissions to use instruments and conduct the study were obtained according to required procedures. Data were rendered anonymous to protect participant confidentiality. Completing the questionnaire was interpreted as consent to participate. Findings: Nurses' overall perception of the ethical climate was positive. More positive perceptions related to peers, patients and physicians, and less positive to hospitals and managers. Strong associations were found between perceived ethical climate and self-assessed competence, turnover intentions in terms of changing job, and job satisfaction in terms of quality of care. Nurses at a higher competence level with positive views of job satisfaction and low turnover intentions perceived the climate significantly more positively. Conclusion: Nursing management responsible for and having the power to implement changes should understand their contribution in ethical leadership, as well as the multidimensional nature of nurses' work environment and the interaction between work-related factors in planning developmental measures. Future research should focus on issues in nurse managers' ethical leadership in creating ethical work environments. There is also a need for knowledge of newly graduated nurses' views of factors which act as enhancers or barriers to positive ethical climates to develop. Interventions, continuing education courses, and discussions designed to promote positive ethical climates should be developed for managers, nurses, and multi-professional teams.
  • Mullola, Sari; Hakulinen, Christian; Gimeno Ruiz de Porras, David; Presseau, Justin; Jokela, Markus; Vänskä, Jukka; Paunio, Tiina Maria; Elovainio, Marko (2019)
    We examined whether physicians' personality traits moderate the association between medical specialty and well-being at work. Nationally representative sample of Finnish physicians (n = 2,815; 65% women; aged 25-72 years in 2015) was used. Personality was assessed with the shortened Big Five Inventory. Indicators of well-being at work were measured with scales from Work Ability Index, General Health Questionnaire, Jenkins' Sleep Problems Scale and Suicidal Ideation. Higher extraversion, openness to experience and agreeableness showed as personality traits beneficial for higher well-being at work among person-oriented specialties whereas higher conscientiousness but lower openness and agreeableness showed as personality traits beneficial for higher well-being at work among technique-oriented specialties. The role of neuroticism remains minor in general. Physicians' personality traits may moderate the association between medical specialty and well-being at work.
  • Törnroos, Maria; Elovainio, Marko; Hintsa, Taina; Hintsanen, Mirka; Pulkki-Raback, Laura; Jokela, Markus; Lehtimäki, Terho; Raitakari, Olli T.; Keltikangas-Järvinen, Liisa (2019)
    This study examined the association between five-factor model personality traits and perceptions of organisational justice. The sample for the study comprised 903 participants (35-50 years old; 523 women) studied in 2007 and 2012. Measures used were the Neuroticism, Extraversion, Openness, Five-Factor Inventory questionnaire and the short organisational justice measure. The results showed that high neuroticism was associated with low distributive, procedural and interactional justice. Furthermore, high agreeableness was associated with high procedural and interactional justice and high openness with high distributive justice. This study suggests that neuroticism, agreeableness and openness are involved in perceptions of organisational justice and that personality should be considered in research and in practices at the workplace.