Work satisfaction and mental pressure of social workers and workers in social services

Mrhálek, Tomáš; Kajanová, Alena

doi:10.1016/j.kontakt.2017.10.001

Cited by 8 publications

(8 citation statements)

References 14 publications

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“…In general, the obtained results confirm the findings by other scientists. Similarities pertain to the dependence of employee satisfaction on the results of their work (GSSWA, 2017;Marmo & Berkman, 2020;Mrhálek & Kajanová, 2018;Zegarac, 2016). At the same time, this study outlines a new cross-section of social workers' job satisfaction research, namely the fear of job loss.…”

Section: Discussionmentioning

confidence: 96%

Social workers’ job satisfaction in public institutions

Gad

Nazarova

Rzanova

et al. 2022

SA Journal of Human Resource Management

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Orientation: The effectiveness of social service delivery depends on the motivation of social workers to perform their work well. Motivation is directly related to social workers’ job satisfaction.Research purpose: The study aimed to determine the factors of job dissatisfaction among social workers and identify ways to address them.Motivation for the study: The research tries to solve the existing problem of low job satisfaction among social workers, given the low wages in this area, the great complexity of the work (associated with emotional tension) and difficult working conditions.Research approach/design and method: The study relies on a qualitative approach – a subjective approach to the research from the social worker’s point of view.Main findings: The research found that social workers, being a rather specific category of employees, consider the issue of job satisfaction in a rather complex symbiosis. Factors such as relatively low pay or paper records and documentation keeping are of little importance. Instead, the irrational fear of losing a job influences social workers’ perceptions of work and their job satisfaction the most.Practical/managerial implications: Social workers value and are satisfied not with the job in the sense of their performance or the result obtained but with the actual availability of the job (the workplace).Contribution/value-add: Compared with other international studies, the study opens a new vector of scientific inquiry – the elimination of the fear factor from the model of job satisfaction assessment for social workers.

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Section: Discussionmentioning

confidence: 96%

Social workers’ job satisfaction in public institutions

Gad

Nazarova

Rzanova

et al. 2022

SA Journal of Human Resource Management

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“…In the research of Rahman et al (2017), the role of the work environment was high (6). In some studies evaluation was criticized by staff and even managers for various reasons (13)(14)(15). From the results of the research hypotheses in the study of the status of job satisfaction and its components among employees of sports federations, it was found that the job satisfaction status was lower than the mean in staff and Wilcoxon test was not meaningful, thus confirming the undesirable level of satisfaction.…”

Section: Discussionmentioning

confidence: 99%

“…The main reasons for this dissatisfaction are a variety of factors, which includes the complexity of the evaluation process and the existence of deficiencies in the comprehensive evaluation system (14). According to Mrhalek & Kajanova (2017), dissatisfaction was shown for career development and evaluation of their work (15). Huselid (1995) claims that the performance evaluation system is the most important step that can improve knowledge, skills and capabilities of the current and future staff of an organization, increase staff's incentive, reduce workload and increase labor longevity (16).…”

Section: Introductionmentioning

confidence: 99%

Performance Evaluation Model according to Performance Improvement and Satisfaction of the Staff in the Individual Sports Federations and Federations with Historical Aspect

Kolbadinejad

Ashrafganjouei

HajiAnzehaei

2018

Ann. Appl. Sport Sci

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Background. Considering the importance of the role of performance appraisal in organizations, we conclude that performance evaluation has played a major role in achieving human resource productivity. On the other hand, due to the importance of human resources and the role played by the organization, attention to the attitudes and behaviors of this valuable factor is very important. Objectives. This study aimed to present a performance evaluation model according to performance improvement and satisfaction of staff of individual sports federations and those that have historical aspect. Methods. 152 staffs of individual sports federations and those that have a historical aspect of Iran from totaling 260 staffs were participated in this study. To assess organizational performance, improvement of organizational performance (Achieve) of Hersey and Goldsmith and JDI standard questionnaire were used to measure job satisfaction. Structural equations were used for fitting the model to the data. Results. The results showed a significant relationship between job satisfaction and its components with improvement of performance and its components. Conclusion. According to the results, factor load indicated a positive and significant relationship between satisfaction and performance which shows the best fit of a suitable model.

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“…According to Mrhálek & Kajanová (2017), job satisfaction can be interpreted as behavior towards work, both positive and negative emotional states that come from work life. Job satisfaction can arise from how employees evaluate employees' work every day that can bring up certain feelings.…”

Section: Job Satisfactionmentioning

confidence: 99%

The Effect of Career Development and Work Discipline to Job Satisfaction of Programming Department Employees at Pt. X

Purnamasari

Handaru²,

Parimita³

2021

jdmb

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The purpose of this study was to determine the effect of Career Development and Work Discipline on the work of Programming employees at PT. X. The subject of this research is PT. X, which is one of the private TV stations in Indonesia and located in Jakarta. The population of this study was 116 people, and the sampling method used was saturated sampling, so the number of samples in this study was also 116 people. This research used the multiple linear regression analysis method in analyzing research data. The results showed that Career Development and Work Discipline had a significant positive effect on work, either separately or simultaneously. This implies that if there is an increase of career development and/or employees’ work discipline, the job satisfaction felt by employees will also increases.

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Work satisfaction and mental pressure of social workers and workers in social services

Cited by 8 publications

References 14 publications

Social workers’ job satisfaction in public institutions

Social workers’ job satisfaction in public institutions

Performance Evaluation Model according to Performance Improvement and Satisfaction of the Staff in the Individual Sports Federations and Federations with Historical Aspect

The Effect of Career Development and Work Discipline to Job Satisfaction of Programming Department Employees at Pt. X

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