Predicting Job Satisfaction Among Speech-Language Pathologists Working in Public Schools

Blood, Gordon W.; Ridenour, Jenna Swavely; Thomas, Emily A.; Qualls, Constance Dean; Hammer, Carol Scheffner

doi:10.1044/0161-1461(2002/023)

Cited by 67 publications

(61 citation statements)

References 40 publications

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“…With regard to age, extant research suggests that older employees tend to experience higher levels of job satisfaction than their younger ones (Belcastro and Koeske, 1996;Billingsley and Cross, 1992;Bull, 2005;Cramer, 1993;Johnson and Johnson, 2000;Loscocco, 1990). For instance, Blood et al (2002) in their study confirm that older respondents are more likely to report higher levels of job satisfaction than their younger respondents. Blood et al further argue that job satisfaction increases with age and work experience.…”

Section: Job Satisfaction Work Motivation and Organisational Commitmentsupporting

confidence: 72%

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Organizational antecedents and perceptions of fairness in policy implementation among employees in the banking sector of Ghana

Dartey‐Baah¹

2014

Afr. J. Bus. Manage.

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This study examined the impact of fairness perceptions in policy implementations on employees' job satisfaction, work motivation and organisational commitment in the banking sector of Ghana. A correlational research design was adopted for the study. A total of 100 participants were randomly selected to respond to a 45-item questionnaire. Data obtained from the study were analysed with Pearson correlation, independent t-test and One-way ANOVA at 0.05 alpha levels. Findings reveal that job satisfaction and commitment were significantly related to employees' perceptions of fairness in policy implementation. Again, a statistically significant positive correlation was established between organisational commitment and job satisfaction. Also, it was found that a significant difference exists between age and employees work motivation. Moreover, the finding shows that there was a significant difference in organisational commitment based on employees' job position. Based on the findings, it was recommended that management in the banking sector should implement transparent and justifiable policy programmes that will boost employee satisfaction, motivation and commitment to working with the organisation. Policy implementers (or decision makers) in the banking business should pay particular attention to employee job satisfaction since the absence of satisfaction degenerate into lassitude and lessened organisational commitment.

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Section: Job Satisfaction Work Motivation and Organisational Commitmentsupporting

confidence: 72%

“…The fact that no age differences were observed in employees' job satisfaction and commitment contradict some previous findings. For instance, Blood et al (2002) suggest that job satisfaction increases with age and work experience. Thus, older employees are more likely to report higher levels of satisfaction than younger ones.…”

Section: Discussionmentioning

confidence: 99%

Organizational antecedents and perceptions of fairness in policy implementation among employees in the banking sector of Ghana

Dartey‐Baah¹

2014

Afr. J. Bus. Manage.

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“…For the last few decades job satisfaction has been one of the most popular interests' among scientists, researchers and practitioners (Blood, Ridenour, Thomas, Qualls & Hammer, 2002;Klassen & Chiu, 2010b;Malik, Nawab, Naeem,& Danish, 2010;Platsidou & Agaliotis, 2008;Perrachione, Rosser & Petersen, 2008). According to Paul Spector "[job satisfaction] is the most frequently studied variable in organizational research" (Spector, 1997).…”

Section: Three Problematic Areas In the Field Of Job Satisfactionmentioning

confidence: 99%

“…Despite the arguments of various researchers, teachers' job satisfaction is still evaluated using general instruments or instruments developed based on other specific samples (Alam, Talha, Sivanand & Ahsan, 2005;Blood et al, 2002;Castillo, Conklin & Cano, 1999;Tillman et al, 2008;Wong, 2010).…”

Section: Teachers and Job Satisfactionmentioning

confidence: 99%

Job Satisfaction Survey: A Confirmatory Factor Analysis Based on Secondary School Teachers’ Sample

Astrauskaitė¹,

Vaitkevičius²,

Perminas³

2011

IJBM

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Despite a number of studies in the field of job satisfaction, there are still some problematic areas left. A question, which still lacks explanation, is whether specific sample may be evaluated using instruments which were primarily developed based on a different type of a sample than the one under research. With regard to the problematic area, we generated the purpose for our research.The purpose of the present study is to examine Job Satisfaction Survey's (JSS) relevance for estimation of job satisfaction in teacher population.Results of the standard Confirmatory Factor Analysis of the teachers' sample did not support the existence of 9 facets, suggesting that some of the JSS's scales do not reflect teachers' job satisfaction. The best model in the present study was determined to be a three facet model, including promotion, supervision and nature of work. The obtained research results, limitations and recommendations are discussed.

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“…In spite of the multiple definitions of workplace commitment in the literature (Blood, Ridenour, Thomas, Qualls & Hammer, 2002;Lok, Westwood & Crawford, 2005;Mathieu & Zajac, 1990;Meyer & Allen, 1997;Mowday Porter & Steers, 1982;Ogungbamila, 2006), scholars agreed that commitment is an expression of a psychological state reflective of how employees feel about their engagement with the employing organization (Newstrom, 2007). In this regard, commitment entails employees' attitude towards imbibing the beliefs, values, norms, and goals of the organization, a demonstration of loyalty to the organization, willingness to exert efforts on behalf of the organization, and a desire to remain with the organization (Meyer & Allen, 1997).…”

Section: Introductionmentioning

confidence: 99%

Some psycho-social factors fostering workplace commitment among head teachers in Nigeria

Ogungbamila¹,

Fayankinnu²

2014

IJRSP

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This study investigated the extent to which head teachers' workplace commitment was associated with job satisfaction, social wellbeing, and socio-demographic variables.Respondents were 207 head teachers (116 males; 91 females) of selected primary schools in northwestern, Nigeria. Their ages averaged 49.13years (SD=5.89). Results of the hierarchical multiple regression revealed that age, gender, marital status, and job tenure were not important in predicting head teachers' level of workplace commitment. Educational qualification was associated with a significant reduction in the level of workplace commitment. However, job satisfaction was associated with a significant increase in head teachers' commitment to the workplace. Similarly, life satisfaction significantly predicted workplace commitment such that head teachers who were satisfied with life tended to be highly committed to the workplace. The research, theory, and practical implications of the study were discussed.

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Predicting Job Satisfaction Among Speech-Language Pathologists Working in Public Schools

Cited by 67 publications

References 40 publications

Organizational antecedents and perceptions of fairness in policy implementation among employees in the banking sector of Ghana

Organizational antecedents and perceptions of fairness in policy implementation among employees in the banking sector of Ghana

Job Satisfaction Survey: A Confirmatory Factor Analysis Based on Secondary School Teachers’ Sample

Some psycho-social factors fostering workplace commitment among head teachers in Nigeria

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