...AND OVERVIEW OF THE RESEARCH 1.1 INTRODUCTION This study focuses on the influence of job satisfaction on burnout among pharmaceutical sales representatives. Chapter 1 deals with the background to the research, the problem statement and the research questions, the aims of the study, the paradigm perspectives of the research, the research design, the research methodology and the layout of the chapters. 1.2 BACKGROUND TO THE RESEARCH People are a vital component of the production factors of an organisation (Storey, 1995). A variety of factors influence their work lives. These factors affect their performance and ultimate productivity (George, 2000). Job satisfaction is a key factor in productivity. Employees’ satisfaction levels are reflected in their intrinsic and extrinsic willingness to put their labour at the disposal of their employer (O’ Malley, 2000). Job satisfaction is certainly not the only factor that causes people to produce at different rates (Daniels, 2001). In addition to being influenced by the level of satisfaction, performance is affected by a worker's ability as well as a number of situational and environmental factors such as mechanical breakdowns, lowquality materials, an inadequate supply of materials, availability of stock and market forces (Gower, 2003). Nevertheless, in the case of lower-level jobs where little ability is required, job satisfaction seems to be one of the key determinants of performance (Edward, 1994; Gower, 2003). In...
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...EMPLOYEE ATTITUDES AND JOB SATISFACTION Lise M. Saari and Timothy A. Judge This article identifies three major gaps between HR practice and the scientific research in the area of employee attitudes in general and the most focal employee attitude in particular—job satisfaction: (1) the causes of employee attitudes, (2) the results of positive or negative job satisfaction, and (3) how to measure and influence employee attitudes. Suggestions for practitioners are provided on how to close the gaps in knowledge and for evaluating implemented practices. Future research will likely focus on greater understanding of personal characteristics, such as emotion, in defining job satisfaction and how employee attitudes influence organizational performance. © 2004 Wiley Periodicals, Inc. “Happy employees are productive employees.” “Happy employees are not productive employees.” We hear these conflicting statements made by HR professionals and managers in organizations. There is confusion and debate among practitioners on the topic of employee attitudes and job satisfaction— even at a time when employees are increasingly important for organizational success and competitiveness. Therefore, the purpose of this article is to provide greater understanding of the research on this topic and give recommendations related to the major practitioner knowledge gaps. As indicated indirectly in a study of HR professionals (Rynes, Colbert, & Brown, 2002), as well as based on our experience, the major...
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...Mostly Harmless Econometrics: An Empiricist’ Companion s Joshua D. Angrist Massachusetts Institute of Technology Jörn-Ste¤en Pischke The London School of Economics March 2008 ii Contents Preface Acknowledgments Organization of this Book xi xiii xv I Introduction 1 3 9 10 12 16 1 Questions about Questions 2 The Experimental Ideal 2.1 2.2 2.3 The Selection Problem . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Random Assignment Solves the Selection Problem . . . . . . . . . . . . . . . . . . . . . . . . Regression Analysis of Experiments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . II The Core 19 21 22 23 26 30 36 38 38 44 47 51 51 3 Making Regression Make Sense 3.1 Regression Fundamentals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3.1.1 3.1.2 3.1.3 3.1.4 3.2 Economic Relationships and the Conditional Expectation Function . . . . . . . . . . . Linear Regression and the CEF . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Asymptotic OLS Inference . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Saturated Models, Main E¤ects, and Other Regression Talk . . . . . . . . . . . . . . . Regression and Causality . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3.2.1 3.2.2 3.2.3 The Conditional Independence Assumption . . . . . . . . . . . . . . . . . . . . . . . . The Omitted Variables Bias Formula . ....
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...CHAPTER ONE Introduction 1.1 Background of the Study For the last few decades job satisfaction has been one of the most popular interests among scientists, researchers and practitioners. According to Spector job satisfaction is the most frequently studied variable in organization research. Job satisfaction was proved too be an important construct in emotional and psychological employees’ well being. It is a significant element related to good organizational functioning as well. Although, the phenomenon of job satisfaction has been broadly researched, still there are several problematic areas. First of all, the concept of job satisfaction has been described in various ways by a number of researchers. Lawler states that “overall job satisfaction is determined by the difference between all those things a person feels he should received from his job and all those things he actually does receive”. Locke defines job satisfaction as “the pleasurable emotional state resulting from the appraisal of one’s job as achieving or facilitating the achievement of one’s job values. Spector describes job satisfaction as “the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs”. Apart of those few definitions indicated above, there are many others that aim to explain the concept of the satisfaction. The lack of consensus which appears in defining the concept may lead to misunderstanding among researchers and research participants and may influence the construct...
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...relating to job satisfaction is of major interest in the field of organizational behavior and the practice of human resources management now. The interest steamed from the belief that the satisfied employees are more productive than dissatisfied employees are. This interest induces the management academics to conduct many researches regarding different issues in the field of job satisfaction. Employees spend most of their time at work but they are not completely satisfied from their job that’s why satisfaction is not only important for employee’s wellbeing but also for organization wellbeing. Attainment of a high level performance through productivity and efficiency has always been an organizational goal of high priority. In order to do that highly satisfied work force is an absolutely necessity for achieving a high level of performance advancement of an organization. Satisfied worker leads to extend more effort to job performance, then works harder and better. Thus every organization tries to create a satisfied work force to operate the well- being of the organization. However, the total organizational performance depends on efficient and effective performance of individual employees of the organization. Therefore, every organization places a considerable reliance on their individual employee performance to gain high productivity in the organization. Employee effort is an important factor that determines an individual performance will be. When an employee feels a satisfaction about...
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...ATTRITION: AN ANALYSIS OF THE RELATIONSHIP BETWEEN SUPERVISOR LEADERSHIP STYLE AND SUBORDINATE JOB SATISFACTION by James D. Long A Dissertation Presented in Partial Fulfillment Of the Requirements for the Degree Doctor of Philosophy Capella University October 2004 UMI Number: 3147190 UMI Microform 3147190 Copyright 2005 by ProQuest Information and Learning Company. All rights reserved. This microform edition is protected against unauthorized copying under Title 17, United States Code. ProQuest Information and Learning Company 300 North Zeeb Road P.O. Box 1346 Ann Arbor, MI 48106-1346 © James Long, 2004 Abstract Within the healthcare industry, there is an issue of major significance that may result in inadequate levels of staffing to meet patient demand. It has been estimated that at the current rate, hospitals will be forced to function with a nursing vacancy rate of 20 % in the not-toodistant future. The purpose of this study is to determine the effect that leadership style has on the job satisfaction level of nurses. It has been indicated that job satisfaction levels negatively correlate with employee attrition rates (Vandenberghe, Stordeur, & D'hoore, 2002). Using the Multifactor Leadership Questionnaire (MLQ) 5X Short (revised) and the Abridged Job Descriptive Index/Abridged Job in General (AJDI/AJIG) psychometric assessments, nurses job satisfaction levels were compared to the leadership classification of their immediate supervisors. The...
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...www.ccsenet.org/ijbm International Journal of Business and Management Vol. 5, No. 11; November 2010 Effect of Work Motivation on Job Satisfaction in Mobile Telecommunication Service Organizations of Pakistan Rizwan Saleem (Corresponding author) MS, Mohammad Ali Jinnah University, Islamabad, Pakistan Tel: 92-321-501-6378 E-mail: Rizwanprofessional@gmail.com Azeem Mahmood MS, Mohammad Ali Jinnah University, Islamabad, Pakistan Tel: 92-345-587-6377 E-mail: Azeem.Mahmood@hotmail.com Asif Mahmood Phd-Scholar, Mohammad Ali Jinnah University, Islamabad, Pakistan Tel: 92-332-537-1941 Abstract Study Objectives: The purpose of this investigation was to determine the impact of work motivation on job satisfaction in mobile telecommunication service organizations in Pakistan. In addition, the study aimed at exploring to what extent the employees are satisfied with different dimensions of their job. Research Design/Methodology: A survey-based descriptive research design was used. The study was carried on employees working in two service provider organizations of Pakistan. About 60 survey questionnaires were distributed in October, 2009 by using in person and email modes of communication. Stepwise regression analysis, correlation and p-value were used to confirming the research hypotheses. Results: As p-value is less then .05 so it can be said that the variables chosen for the study are not highly significant. The value of R square is too low that can be used for the relationship analysis...
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...FUN IN THE WORKPLACE: TOWARD AN ENVIRONMENT-BEHAVIOR FRAMEWORK RELATING OFFICE DESIGN, EMPLOYEE CREATIVITY, AND JOB SATISFACTION By ALEXANDRA M. MILLER A THESIS PRESENTED TO THE GRADUATE SCHOOL OF THE UNIVERSITY OF FLORIDA IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER OF INTERIOR DESIGN UNIVERSITY OF FLORIDA 2005 Copyright 2005 by Alexandra M. Miller ACKNOWLEDGMENTS First, I would like to thank my committee chair, Dr. Margaret Portillo, for her direction and guidance throughout the entire research process. I would also like to thank Dr. M. Joyce Hasell for her support and valuable expertise. Additional thanks go to Dr. Larry Winner for his indispensable assistance as a statistical consultant. I would also like to thank PUSH for providing an excellent example of a fun workplace. In particular, I would like to thank partners John Ludwig, Chris Robb, and Rich Wahl for allowing me to conduct a case study of their business. Additional thanks go to Ron Boucher, Jourdan Crumpler, and Gordon Weller for taking the time to participate in interviews. I would also like to express my gratitude to Kathryn Voorhees for her help, humor, and friendship as she accompanied me throughout the research process. Finally, I would like to thank all of my friends and family for their support. In particular, I would like to thank to my parents for their constant support and for helping me to achieve my dreams. iii TABLE OF CONTENTS page ACKNOWLEDGMENTS ..........
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...In this chapter we tried to describe the origin of the report, objective of the report, scope and limitations of the report. 1.01. Origin of the report: The B.B.A. Program under the department of finance offers a course named “Principles of management, F-109)” which requires submitting a report on a specific topic given to us. The report under the headline ‘Job satisfaction’ has been prepared towards the purpose .Our main task was to analyze two organizations employees job satisfaction. 1.02. Objective of the report: The main objective of this study is to critically measure the job satisfaction of the employees of Prime bank limited and Islami bank Bangladesh Limited. The specific objectives of the study is identify as following: To identify the importance of determines of job satisfaction. To measure the level of job satisfaction with respect to compensation package. To measure the level of job satisfaction with regard to training & development. To measure the level of job satisfaction. To measure the level of job satisfaction in regard of job security. To measure the level of job satisfaction with respect to motivational practices and other aspect of this particular organization. 1.03. Methodology of the study: Methodology is the process or system through which a study is being carried out for the purpose of collection of information that is required in collection with the study for reaching a conclusion on that study. We have collected data from...
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...2013 Internal Marketing & Internal Customer Satisfaction Professor: Dr. Ma’moun Akroush Marketing Research Project 19/05/2013 Team Members: Dafi Jaradat Essam Quza Hazem Haddadin Rebecca Odeh Thuraya Talib Contents Executive Summary ................................................................................................................. 2 Introduction............................................................................................................................ 3 Problem Definition and Research Questions ............................................................................... 5 Problem Definition ............................................................................................................... 5 Research Questions.............................................................................................................. 5 Research Objectives ............................................................................................................. 5 Literature Review .................................................................................................................... 6 Internal Marketing ............................................................................................................... 6 Employee Satisfaction .......................................................................................................... 9 Employee Retention and Organizational Commitment ................................
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...This page intentionally left blank This page intentionally left blank Less managing. More teaching. Greater learning. INSTRUCTORS... Would you like your students to show up for class more prepared? class is much more fun if everyone is engaged and prepared…) (Let’s face it, Want ready-made application-level interactive assignments, student progress reporting, and auto-assignment grading? (Less time grading means more time teaching…) Want an instant view of student or class performance relative to learning objectives? (No more wondering if students understand…) Need to collect data and generate reports required for administration or accreditation? (Say goodbye to manually tracking student learning outcomes…) Want to record and post your lectures for students to view online? With McGraw-Hill's Connect Management, ™ INSTRUCTORS GET: • Interactive Applications – book-specific interactive assignments that require students to APPLY what they’ve learned. • Simple assignment management, allowing you to spend more time teaching. • Auto-graded assignments, quizzes, and tests. • Detailed Visual Reporting where student and section results can be viewed and analyzed. • Sophisticated online testing capability. • A filtering and reporting function that allows you to easily assign and report on materials that are correlated to accreditation standards, learning outcomes, and Bloom’s taxonomy. • An easy-to-use lecture capture tool. STUDENTS... Want an online, searchable...
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...This page intentionally left blank This page intentionally left blank Less managing. More teaching. Greater learning. INSTRUCTORS... Would you like your students to show up for class more prepared? class is much more fun if everyone is engaged and prepared…) (Let’s face it, Want ready-made application-level interactive assignments, student progress reporting, and auto-assignment grading? (Less time grading means more time teaching…) Want an instant view of student or class performance relative to learning objectives? (No more wondering if students understand…) Need to collect data and generate reports required for administration or accreditation? (Say goodbye to manually tracking student learning outcomes…) Want to record and post your lectures for students to view online? With McGraw-Hill's Connect Management, ™ INSTRUCTORS GET: • Interactive Applications – book-specific interactive assignments that require students to APPLY what they’ve learned. • Simple assignment management, allowing you to spend more time teaching. • Auto-graded assignments, quizzes, and tests. • Detailed Visual Reporting where student and section results can be viewed and analyzed. • Sophisticated online testing capability. • A filtering and reporting function that allows you to easily assign and report on materials that are correlated to accreditation standards, learning outcomes, and Bloom’s taxonomy. • An easy-to-use lecture capture tool. STUDENTS... Want an online, searchable...
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...Contents Cover Title Page Copyright Dedication About the Authors Preface Changes in the fifth edition Companion websites Acknowledgments Chapter 1: Introduction to research What is research? Business research Types of business research: applied and basic Managers and research The manager and the consultant–researcher Internal versus external consultants/researchers Knowledge about research and managerial effectiveness Ethics and business research Summary Discussion Questions Chapter 2: Scientific investigation The hallmarks of scientific research Some obstacles to conducting scientific research in the management area The hypothetico-deductive method Other types of research Summary Discussion Questions Chapter 3: The research process: the broad problem area and defining the problem statement Broad problem area Preliminary information gathering Literature review Defining the problem statement The research proposal Managerial implications Ethical issues in the preliminary stages of investigation Summary Discussion Questions Practice Projects Appendix Chapter 4: The research process: theoretical framework and hypothesis development The need for a theoretical framework Variables Theoretical framework Hypothesis development Hypothesis testing with qualitative research: negative case analysis Managerial implications Summary Discussion Questions Practice Project Chapter 5: The research process: elements of research design The...
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...This text was adapted by The Saylor Foundation under a Creative Commons Attribution-NonCommercial-ShareAlike 3.0 License without attribution as requested by the work’s original creator or licensee. Saylor URL: http://www.saylor.org/books Saylor.org 1 Preface Competing books are focused on the academic part of HRM, which is necessary in a university or college setting. However, the goal with this book is not only to provide the necessary academic background information but also to present the material with a practitioner’s focus on both large and small businesses. While the writing style is clear and focused, we don’t feel jargon and ten-dollar words are necessary to making a good textbook. Clear and concise language makes the book interesting and understandable (not to mention more fun to read) to the future HRM professional and manager alike. It is highly likely that anyone in business will have to take on an HRM role at some point in their careers. For example, should you decide to start your own business, many of the topics discussed will apply to your business. This is the goal of this book; it is useful enough for the HRM professional, but the information presented is also applicable to managers, supervisors, and entrepreneurs. Besides these differences, other key differences include the following: This book utilizes a technology focus and shows how HRM activities can be leveraged using technology. We have also included a chapter on communication and information...
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...e eBook Collection RESEARCH METHODS FOR BUSINESS A Skill-Building Approach Fourth Edition Uma Sekaran Southern Illinois University at Carbondale John Wiley & Sons, Inc. http://www.wiley.com/college ACQUISITIONS EDITOR MARKETING MANAGER SENIOR PRODUCTION EDITOR SENIOR DESIGNER PRODUCTION MANAGEMENT SERVICES COVER IMAGE Jeff Marshall Ilse Wolfe Patricia McFadden Harry Nolan Hermitage Publishing Services José Ortega/Stock Illustration Source This book was set in 10/12 Garamond by Hermitage Publishing Services and printed and bound by Malloy Lithographing, Inc. The cover was printed by Von Hoffmann Press, Inc. This book is printed on acid-free paper. Copyright 2003 © John Wiley & Sons, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning or otherwise, except as permitted under Sections 107 or 108 of the 1976 United States Copyright Act, without either the prior written permission of the Publisher, or authorization through payment of the appropriate per-copy fee to the Copyright Clearance Center, 222 Rosewood Drive, Danvers, MA 01923, (978) 750-8400, fax (978) 750-4470. Requests to the Publisher for permission should be addressed to the Permissions Department, John Wiley & Sons, Inc., 605 Third Avenue, New York, NY 10158-0012, (212) 850-6011, fax (212) 850-6008, E-Mail: PERMREQ@WILEY.COM. To order books please...
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