This study investigates the inter- and intra-comparison of life and work values held by managerial employees working in large and well-established organisations in Singapore. Three groups of workers, namely the Singaporean Chinese, Japanese expatriates and PRC Chinese expatriates were surveyed to measure life and work values and job satisfaction. Our findings have demonstrated that there are significant variations in the life values and work values amongst the three nationalities. However, the Japanese and PRC Chinese expatriates shared similar life values, thus exemplifying the effects of Confucian Dynamism. At the intra-level, differences in the occupational level exert little influence on the life values of the three national samples and the work values of the Singaporeans; differenc...
...1519. Younger, Evelle J. "Results of a Survey Conducted in the District Attorney's Office of Los...'s successful demonstration, to the satisfaction of the police, that there have been fresh developm...
... that the latest 2010 employee job satisfaction survey is showing that once again, job security is...
Research on the effects of e-service quality dimensions on customer satisfaction and behavioural intentions has used cross-sectional data from customer surveys. To draw managerial implications, such research assumes that model parameters estimated across service provider customers apply also to the service providers. The current study collects e-service data that fully cross respondents with retailer websites. These crossed data are then used to compare the modelled effects of quality dimensions estimated on the confounded data with those estimated across customers and those estimated across websites. The results provide evidence of considerable inconsistency, suggesting that managers should not rely on conclusions drawn from an analysis of variation across customers.
... Toronto Youth Crime and Victimization Survey, Wortley and Tanner (2003) reported that 51% of Bl... contacts with the police increased satisfaction with the police, while the negative contacts, such...
The Walker survey also identified that the top 5 attitude drivers of loyalty included: developmental opportunities for employees; the ability of employees to focus; overall job quality and satisfaction; brand; and reputation. At the same time, the top 5 experience drivers of loyalty included: fairness at work; employer care and concern for their employees; demonstration of trust in employee capability; feelings of accomplishment; and day-to-day job satisfaction. So, why should loyalty be of concern to employers? Let's face it; loyal workers behave differently than uncommitted employees. Loyal employees will work hard to make the company successful. They understand the company's strategic priorities They are the ones who will roll up their sleeves and lend a hand with heavy workloads be...
Implicit processing should also be considered because the processing mode at implicit levels, which centers on associations, is qualitatively different than the validation-based propositional processing at explicit levels (Gawronski, LeBeI, & Peters, 2007). Thusly, the effects of implicit processing sometimes differ from, and may even conflict with, those of explicit processing. For example, correlations between explicit and implicit measures of the same construct can be weak or nonexistent (Banaji, Lemm, & Carpenter, 2001), such as discrepancies between explicit and implicit stereotypes ([Devine], 1989). One explanation for these inconsistencies is that it is more difficult to constrain implicit processing compared with explicit processing (Banaji et al., 2001). Thusly, techniq...
... to determine their level of job satisfaction (Locke, 1976), which is typically measured using s...For example, while responses on Likert survey items largely capture explicit processing (e.g., j...
Rewards systems are one of the most significant issues of the human resource management. Throughout the literature, it is obvious that theorists and academics, as well as practitioners and managers emphasize the important factor of rewards. Additionally, job satisfaction is another crucial term within the same body of literature. Job satisfaction is likely to provide employees of all levels with feelings of fulfillment, achievement and even pleasure for their job. Thus, such feelings can make people more productive, creative and therefore more profitable for the organization. Furthermore, feelings of job satisfaction can strengthen the commitment and loyalty of employees with the organization, which is very necessary in present times where all firms are looking for competitive advantage...
... very significant findings are given from a survey of Institute of Management (Lockwood et al., 1992)...
This study draws on the Theory of Planned Behaviour to examine the role of gender in the decision to be mentored. Contrary to expectations, men and women employ similar decision criteria in the decision to seek a mentor. The primary driver for seeking a mentor was to obtain psychosocial support, including personal support, acceptance, having a confidant, being trusted and friendship. Men were more likely than women to seek a mentor when they valued increased autonomy. The implications of the findings for protégés, mentors and career development professionals are noted.
...Data and Methods. Sampling Procedure, Survey Design & Measures. Potential respondents were draw...Finally, data assessing protégés' satisfaction with their mentors and mentoring relationships wer...
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