Job Satisfaction in Women Employees in Management
Job Satisfaction in Women Employees in Management

Author: Dr.Mahalakshmi V

Publisher:

Published: 2023

Total Pages: 0

ISBN-13:

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A high turnover rate among representatives is a major reason for concern for those representatives since it disrupts routine work, creates morale problems for those representatives who remain in their positions, and raises the costs involved with selecting and preparing replacements. Because the company is committed to reducing employee turnover as much as it possibly can, it does all in its power to ensure that its current staff members are happy in their jobs. It has been shown beyond a reasonable doubt that worker turnover is directly related to job satisfaction. It has been demonstrated that workers who have moderately low degrees of employment fulfilment are well on their way to stop their employments, and that hierarchical units with the most minimal normal fulfilment levels will generally have the most significant turnover rates. This is the case because workers who have moderately low degrees of employment fulfilment are well on their way to stop their employments. Regardless of this, the behaviour of representatives when they withdraw their votes may be altered by specific factors. A good example of this is steadfastness to the association. Despite the fact that they are dissatisfied with their current jobs, several reps are unable to see themselves working somewhere else. The accessibility of various company locations is another factor that influences turnover. In spite of the fact that he is now experiencing a satisfactory level of job satisfaction, an employee should not feel guilty about exploring other career opportunities, regardless of whether or not better pastures are available. The term "occupation satisfaction" refers to the degree to which a person enjoys the work that they do. It is only possible to collect it, but not to see it. To a large extent, an employee's sense of contentment in their job is determined by the degree to which their work satisfies or even exceeds their expectations. To get happiness in one's activity requires taking on more responsibilities and working toward the fulfilment of formal needs. There is a greater potential to interfere with an individual's vitality and time when it comes to professional performance. It is common practise to use the phrases "job satisfaction" and "occupation mentalities" in a contradictory manner. Both of these phrases refer to people's work positions and the possible route in which they should be heading in order to be successful in those occupations. Positive attitudes toward the activity are almost equivalent to job satisfaction, whilst unfavourable attitudes toward the task indicate work dissatisfaction.

Research in Practice
Research in Practice

Author: Martin Terre Blanche

Publisher: Juta and Company Ltd

Published: 2006

Total Pages: 612

ISBN-13: 9781919713694

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A major shift in research methodology from technical to more contextual and pragmatic approaches, this thorough resource incorporates new trends while also providing comprehensive coverage of the full range of established research approaches and techniques, skillfully combining epistemology, methodology, statistics, and application in a volume that is both sophisticated and practical. Placing a greater emphasis on interdisciplinary and applied research skills, this guide encourages the concurrent use of qualitative and quantitative methods and explores such complex topics as ethical issues in social science research; inferential statistical methods; and Marxist, feminist, and black scholarship perspectives.

Balancing Job Satisfaction and Performance
Balancing Job Satisfaction and Performance

Author: Willa M. Bruce

Publisher: Praeger

Published: 1992-11-18

Total Pages: 276

ISBN-13:

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Work provides daily meaning as well as daily bread, according to Studs Terkel. Yet work is not always a place where one feels satisfied. In order to attract and retain qualified employees in the up-coming tight labor market, companies will have to recognize that people are their most important asset. Using original research, this book describes what employees want and need from their working environment to maximize their satisfaction and their performance. It assists the reader to deal with employees as unique individuals whose personal needs for self-actualization can be integrated with organizational performance needs. The book begins with a summary of the conventional wisdom on job satisfaction and performance and a description of what constitutes good work. Bruce and Blackburn introduce their readers to the workplace complexities created by cultural diversity, mature workers, and women employees. They explain the effect of culture on behavior and why the traditional means to foster job satisfaction and performance are necessary but insufficient for managing diversity. They give advice on how to meet the challenges presented by changing environmental and technological trends. They teach how to manage when family demands on both men and women spill over onto the organization, and they describe the emerging conviction that, for many, those in a work setting are family for one another. They provide specific instructions for conducting and utilizing training programs. In the belief that people accept what they help to create, they explain the utility of participation at different organizational levels and some different approaches to participative planning and decision making, including Total Quality Management. They report on interviews with employees from a cross-section of jobs in different organizations to assist the reader to understand how employees perceive the reality of work; and they provide appendices containing training outlines, guidelines for preventing and addressing sexual harassment complaints, and forms to utilize in organizing a participative planning process. Breir book is an important resource for managers, executives, consultants, and students who seek to understand how the changing nature of the workforce is affecting job satisfaction and performance; and who want to act on behalf of their organization and their employees. It is useful for managers in the private sector, as well as those who work for government and not-for-profit organizations.

Women and Men at Work
Women and Men at Work

Author: Irene Padavic

Publisher: SAGE Publications

Published: 2002-07-09

Total Pages: 233

ISBN-13: 1452267685

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The Second Edition of this best selling book provides a comprehensive examination of the role that gender plays in work environments. This book differs from others by comparing women′s and men′s work status, addressing contemporary issues within a historical perspective, incorporating comparative material from other countries, recognizing differences in the experiences of women and men from different racial and ethnic backgrounds. Relying on both qualitative and quantitative data, the authors seek to link social scientific ideas about workers′ lives, sex inequality, and gender to the real-world workplace. This new edition contains updated statistics, timely cartoons, and presents new scholarship in the field. It also provides a renewed focus on reasons for variability in inequality across workplaces. In sum, the second edition of Women and Men at Work presents a contemporary perspective to the field, with relevant comparative and historical insights that will draw readers in and connect them to the wider concern of making sense of our dramatically changing world.

Women in Management
Women in Management

Author: Roxanne Kim Nelson

Publisher:

Published: 1982

Total Pages: 0

ISBN-13:

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The purpose of this study was to examine the relationships between job satisfaction and career stages for managerial women in the public service. Job satisfaction was considered to be a positive emotional reaction associated with factors in the work setting. This reaction was measured by the Cornell Job Descriptive Index. Career stage was defined by the respondents' answers to the Career Stage Inventory, an instrument developed for this study. The research data for the study were collected by means of a self-administered data collecting schedule that was distributed to the potential respondents. Responses were received from thirty-two women who were employees of selected leisure service delivery departments of the Alberta provincial government and the Edmonton municipal government. Data that were collected were analyzed to address the following problems: Problem 1. Are there discernible career stages evident for managerial women employed in the public service? Problem 2. Do managerial women vary in the identification of sources of job satisfaction as a function of career stage? Problem 3. Do managerial women vary in the importance that they place upon the sources of job satisfaction as a function of career stage? Problem 4. Are there significant relationships between the sources of job satisfaction and the importance of the sources for women classified by career stage? These data were analyzed using the Student's t test, the Pearson product-moment correlation, and the analysis of variance. A significance level of .10 was accepted as evidence of a meaningful relationship, and relationships found to be significant at the .05 and .01 levels of confidence were also reported. Problem 1 was tested by the use of a discriminant analysis and the results were supportive of the theoretical concept and foundations of career stages. The only discriminating source of job satisfaction for the career stage groups was found to be Pay, with differences between the Middle and Early, and Middle and Late Establishment Career Stage groups. In terms of importance variables, significant differences between the Early and Middle Establishment Career Stage groups for the variables Promotional Policy and Coworkers were discovered. The Promotional Pol icy, as a source of job satisfaction, was found to be a major contributor to Qveral1 job satisfaction, regardless of career stage. The major theoretical preoccupation of each career stage group was determined, and the assumptions were supported by the correlations disclosing the major components of Qveral1 job satisfaction. The major contributors to Qveral1 job satisfaction for each career stage group were: (a) for the Early Establishment - Coworkers, (b) for the Middle Establishment - Promotional Policy, and (c) for the Late Establishment - Supervision, None of the source or importance of source variables were found to discriminate across all groups, only comparisons between groups of two provided any significant results.

The Time Divide
The Time Divide

Author: Jerry A. JACOBS

Publisher: Harvard University Press

Published: 2009-06-30

Total Pages: 272

ISBN-13: 0674039041

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In a panoramic study that draws on diverse sources, Jerry Jacobs and Kathleen Gerson explain why and how time pressures have emerged and what we can do to alleviate them. In contrast to the conventional wisdom that all Americans are overworked, they show that time itself has become a form of social inequality that is dividing Americans in new ways--between the overworked and the underemployed, women and men, parents and non-parents. They piece together a compelling story of the increasing mismatch between our economic system and the needs of American families, sorting out important trends such as the rise of demanding jobs and the emergence of new pressures on dual earner families and single parents. Comparing American workers with their European peers, Jacobs and Gerson also find that policies that are simultaneously family-friendly and gender equitable are not fully realized in any of the countries they examine. As a consequence, they argue that the United States needs to forge a new set of solutions that offer American workers new ways to integrate work and family life. Table of Contents: Acknowledgments Introduction Part I: Trends in Work, Family, and Leisure Time 1. Overworked Americans or the Growth of Leisure? 2. Working Time from the Perspective of Families Part II: Integrating Work and Family Life 3. Do Americans Feel Overworked? 4. How Work Spills Over into Life 5. The Structure and Culture of Work Part III: Work, Family, and Social Policy 6. American Workers in Cross-National Perspective with Janet C. Gornick 7. Bridging the Time Divide 8. Where Do We Go from Here? Appendix: Supplementary Tables Notes References Index Jacobs and Gerson present the most fine-grained analysis yet offered of working time and its impacts on families. They successfully combine sophisticated analyses of quantitative data with breakthroughs in the conceptualization of work time. Their focus on household work time and their incorporation of subjective aspects of work-family conflict are welcome additions to the study of work time. As a result of their nuanced treatment, they avoid making simplistic generalizations that have marked many previous treatments of this topic. --Rosalind Chait Barnett, Brandeis University, and co-author of Same Difference: How Myths About Gender Differences Are Hurting Our Relationships, Our Children, and Our Jobs This is an outstanding book. It offers powerful arguments in the debates over work-family conflict going on in academia and society. The data the authors bring to bear on the subject offer new insights that support their analysis and policy recommendations. Scholars of the workplace and of contemporary American society as well as public policy advocates must read this book! --Cynthia Fuchs Epstein, City University of New York, and co-author of The Part-time Paradox: Time Norms, Professional Life, Family and Gender The Time Divide makes a substantial contribution to the work-family literature and will be cited often by those with an interest in women's employment, children's well-being, family functioning, and work in America. Its appeal will be broad and capture the attention of policy makers along with academics in a number of disciplines including sociology, family studies, and public policy. The book is engagingly written and the logic of the analysis is sound. --Suzanne Bianchi, University of Maryland, and co-author of Continuity and Change in the American Family The main thesis is original and important: that Americans are not, in general, overworked; rather, they can be divided into both the overworked and the underworked. The former are usually found in the upper half of the occupational distribution, the latter in the lower half. The overworked wish they could work less, and the underworked wish they could work more. Overall, The Time Divide significantly advances our understanding of just where the time divide lies. And that's an important contribution. --Andrew J. Cherlin, Johns Hopkins University, and author of Public and Private Families