The Relationship between Job Satisfaction and Health

Faragher, E. B.; Cass, M.; Cooper, Cary L.

doi:10.1057/9781137310651.0019

Cited by 27 publications

(26 citation statements)

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“…36, Nº 2, mayo-agosto Una buena relación interpersonal puede considerarse como un factor protector frente al paciente y al desgaste profesional 24 , produciendo mejorías en la morbimortalidad 1 , estancias hospitalarias mas cortas y menor probabilidad de reingresos. Las buenas relaciones interpersonales impactan en más altos niveles de satisfacción, con lo que se lograría menos estrés, depresión y Burnout y disminuir el ausentismo [25][26] . En nuestro estudio, estas ocupan una posición media en la mejora de la satisfacción, con un peso claramente inferior al de otros aspectos como la presión del tiempo, la carga burocrática, el salario, etc., resultados diferentes a los observados en otros estudios 27 .…”

Section: Resultsunclassified

Satisfacción laboral y factores de mejora en profesionales de atención primaria

Pérez-Ciordia

Guillén-Grima

Brugos

et al. 2013

Anales Sis San Navarra

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Section: Resultsunclassified

Satisfacción laboral y factores de mejora en profesionales de atención primaria

Pérez-Ciordia

Guillén-Grima

Brugos

et al. 2013

Anales Sis San Navarra

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“…Management thought that the high level of turnover was caused by the low well-being of team members and that it also reduced the quality of work. Management was keen to improve the well-being of employees, but different attempts to do so had not produced any noticeable effect as indicated by the monthly measurement of job satisfaction (an indicator of subjective well-being, Faragher, Cass, & Cooper, 2005) in an anonymous company-wide survey. Having conducted research elsewhere in the company, we were asked by management to develop an intervention to improve the well-being of employees in the department.…”

Section: Organizational Contextmentioning

confidence: 99%

The mediating role of job characteristics in job redesign interventions: A serendipitous quasi‐experiment

et al. 2009

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The aim of this paper is to examine the mediating role played by five key job characteristics in the relationship between employee participation in a job redesign intervention and employee well‐being. In studies of job redesign interventions, it has been assumed that any effects of employee participation in job redesign on well‐being are a result of changes in job characteristics rather than participation in change per se. It is therefore important to statistically test for mediation in job redesign intervention studies to help establish that the change in job characteristics is the mechanism through which job redesign interventions work. However, this has rarely been tested directly, either because data to allow tests of mediation have not been collected (e.g. assessments of job characteristics) or because data have been collected but mediation has not been tested using accepted procedures. This makes it unclear whether changes in job characteristics explain the effects. Results from multilevel analyses of a longitudinal 9‐month long serendipitous quasi‐experimental participative job redesign intervention showed that changes in job control, participation, skill utilization and feedback, but not task obstacles, were sufficient to account for the relationship between the intervention and employee well‐being. Copyright © 2009 John Wiley & Sons, Ltd.

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“…A meta-analysis of more than 100 studies, with a total sample size greater than 70,000, indicates a correlation greater than .4 between job satisfaction and both depression and anxiety (Farragher et al 2005)-human resource executives' highest ranked causes of absenteeism and excess health costs.…”

Section: The Evidence-based Alternativementioning

confidence: 99%

Brinksmanship Redux: Employee Assistance Programs’ Precursors and Prospects

Weiss

2010

Employ Respons Rights J

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Originating in the U.S. 70 years ago as industrial alcoholism programs, and promoted for decades by R. Brinkley "Brink" Smithers, these programs finally gained popularity during the 1970s and 1980s, when they were renamed "employee assistance programs" and given a broader mission than identifying alcoholics. Attempting to change their image as instruments of coercion, EAPs added a variety of social work functions to their portfolios but, now primarily operating as external contractors, have seen cash flows fall dramatically in the face of intense competition from similar services. EAP practitioners have called for restoring the approach promoted by academics supported by Smithers, who aggressively maintain that eliminating behavioral health problems is the responsibility of employees rather than employers. This article compares the evidence addressing the efficacy of that approach with that of alternatives, being developed outside of the U.S., that expand employee rights.

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The Relationship between Job Satisfaction and Health

Cited by 27 publications

References 0 publications

Satisfacción laboral y factores de mejora en profesionales de atención primaria

Satisfacción laboral y factores de mejora en profesionales de atención primaria

The mediating role of job characteristics in job redesign interventions: A serendipitous quasi‐experiment

Brinksmanship Redux: Employee Assistance Programs’ Precursors and Prospects

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