This study examines the relationships of work family conflict with job related consequences. Although past studies related work family conflict to different types of job outcomes, little is known regarding its impact on more distal organizationally important outcomes and causal mechanisms through which these effects occur. Based on both quantitative and qualitative literature reviews, mediation hypotheses were developed to test whether proximal outcomes which were commonly used in past studies mediate the relationships of work family conflict with distal consequences including ratings of job performance and organizationally meaningful performance outcomes. Data were collected from 220 customer service workers, matched to 29 managers in 31 hotel food service outlets. In particular, this study used three sources of information such as employee and supervisor surveys and system-generated archival indexes for data analysis. The results of multiple regression analysis (Baron & Kenny, 1986) revealed that job satisfaction and organizational commitment mediate the relationship of work family conflict with only one work outcome—self-reported contextual performance. However, job satisfaction and organizational commitment failed to mediate the relationship between work family conflict and other distal outcomes (e.g., results-organizational indexes). Further, work family conflict was related to one of distal outcomes, check size. The significance of work family conflict's influence on job related consequences and the utility of proximal outcome variables are discussed. Implications for both research and practice are provided along with future directions for research on work family conflict in the hospitality literature. / Ph. D.

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Although different occupations/organisations have unique work characteristics, it seems possible to divide them into two categories, namely job demands and job resources. A valid, equivalent and reliable instrument is needed to measure job demands and resources and to compare them among different occupations/organisations. The aim of this study was to investigate the construct equivalence, validity and reliability of a measuring instrument of job demands and resources and to assess the differences between the job demands and job resources in various occupations/organisations in South Africa. A cross-sectional survey design was used. A stratified random sample (N = 2717) was taken from a population consisting of employees in various occupations and organisations. The occupations/organisations included academics (higher education institutions), staff at a university of technology, correctional officers. insurance staff and engineers. The Job Demands-Resources Scale (JDRS) was used to assess job demands and job resources in the different occupations/organisations. Descriptive statistics, exploratory factor analysis, reliability analysis and multivariate analysis of variance were used to analyse the data. Five reliable factors were extracted using principal component analysis, namely: overload, growth opportunities, organisational support, advancement and job insecurity. The results showed that the structure of job demands and job resources in the different occupations/organisations were equivalent. with the exception of one factor, namely organisational support. Engineers showed higher scores on overload and growth opportunities than Occupations/organisations. Academics in higher education institutions also experienced more growth opportunities than other groups. Engineers, academics in higher education institutions and employees in the insurance industry reported higher levels of organisational support than correctional officers and employees at a university of technology. Engineers obtained the highest score on advancement, while academics in higher education institutions obtained the lowest scores. Job insecurity was the highest for correctional officers and employees of a university of technology, and the lowest for engineers. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2006.

The primary purpose of this dissertation was to provide a technique for the development, evaluation, and validation of cases to be used for teaching courses in job evaluation. The same technique as developed in this study might have some degree of application to business cases other than those found in job evaluation. The secondary purpose was to provide an initial set of cases to be used in teaching job evaluation.

ABSTRACT The present research study examines the possible relationship between students’ career decision-making self-efficacy (CDMSE) and their perceptions of their family members’ job satisfaction and job insecurity. The present research uses a quantitative, non-experimental, cross-sectional research design, on a sample of 148 subjects drawn from a sample of first year Psychology students from the University of the Witwatersrand, South Africa. The Career Decision Self-Efficacy scale was used to measure career decision-making self-efficacy (Betz & Taylor, 2001), Warr, Cook and Wall’s (1979) Overall Job Satisfaction scale to measure job satisfaction (Short, 1996) and the Job Insecurity scale developed by Ashford, Lee and Bobko (1989) to measure job insecurity. The statistical procedures used to analyse the data, included correlations to test the first hypothesis, which proposed a relationship between students’ CDSME and their perceptions of their family members’ job satisfaction and the second hypothesis, assumed a relationship between students’ CDMSE and their family members’ job insecurity. A Stepwise Multiple Regression was performed to examine the above hypotheses. The results reported a significant relationship between students’ CDMSE and their perceptions of their family members’ job satisfaction. However, there was insufficient evidence to support the relationship between students’ CDMSE and their perceptions of their family members’ job insecurity.

La presente investigación realizada tiene como objetivo general determinar la relación que existe entre la calidad de servicio y la satisfacción del cliente de la Financiera Qapaq S.A – Huancayo, 2017. La investigación se basa en el método científico, por su finalidad es pura, con un diseño no experimental - transaccional, de naturaleza cualitativa y nivel descriptivo correlacional, con una técnica de investigación que se restringe a la utilización de la encuesta, de un cuestionario basado en el método SERVQUAL, a una muestra que está conformada por 384 clientes de la Financiera Qapaq S.A – Agencia Huancayo. Para la obtención de resultados se aplicó un cuestionario con escala de Likert el cual está compuesto por 16 preguntas, estas fueron elaboradas de acuerdo con las variables en estudio. De estas, se concluyó que tanto a calidad de servicio y la satisfacción del cliente tienen una correlación directa.

This thesis investigates the structure of job-related well-being; the identification of variables that contribute to either psychological well-being or distress; and the causal connections among elements of job-related well-being and intrinsic job satisfaction.Two large samples (n=3,044 and 3,709) from a white-collar public sector organisation were used to test a four monopolar model of affective well-being, and the two bipolar model (enthusiasm-depression and anxiety-contentment) proposed by Warr (1990). Structural equation modelling (LISREL) was used to test both models, and results strongly supported a monopolar structure of affective well-being (enthusiasm, depression, anxiety and relaxation). Following the testing of the models, canonical correlation analyses related the set of the four affective variables and intrinsic job satisfaction to a set of predictors. The predictors were drawn from Wan's (1994) sub-categories of nine features of jobs that purport to enhance psychological well-being at work. Two dimensions were extracted from this analysis. The first dimension was mainly defined by intrinsic job satisfaction (from the dependent variable set) and supervisory support and skill utilisation (from the independent variable set). The second dimension was defined mainly by anxiety (dependent variable set) and job demands (independent variable set). From these results a model was developed based on the additive influences of the independent variables on the outcome variables (i.e., affective well-being and intrinsic job satisfaction) that helped explain psychological well-being and distress at work. Finally, a model was also developed that assumed a causal direction from intrinsic job satisfaction to affective well-being. Using a longitudinal sample (n=220) these causal relations were tested with USREL. Results supported the hypothesis that intrinsic job ++ / satisfaction leads to affective well-being, rather than the alternative model that had the causal connections in the opposite direction. It was also possible to demonstrate with the same data set that one objective organisational variable, namely tenure, affects intrinsic job satisfaction over time, thus arguing against the proposition that intrinsic job satisfaction is dispositional.

Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2007.

When facing the highly competitive environment in high-tech industry, how to excite the employee¡¦s job involvement and drive their performance turns to be an important issue. Especially when the stock bonus is no longer a key stimulation tool to the employer, leadership will be and important part to make human resource more effective. The major purpose of this research is to examining the effect of transformational leadership on job performance and use job involvement as mediating factor. This research was proceeded by questionnaire to the sampling objects of high-tech enterprises. The result verified the hypotheses below. 1.Transformational leadership effects positively on job involvement. 2.Job involvement effects positively on job performance. 3.Transformational leadership effects positively on job performance. 4.Job involvement has mediating effect between transformational leadership to job performance.

As time goes by, managers realize that exceptional employees are the crucial factors which affect the success or failure of companies. The attitude and feelings of employees are affected by Job Characteristics, and it will further affect the Job Involvement of employees. When employees go into the works which are provided with good job characteristics, managers still need considering the differences between employees. According to some researches, Self-Esteem play an important role in many aspects of employees¡¦ life, so it can be used to measuring the differences between employees. The purposes of the study are to explore the relationship between job characteristics and job involvement, then add self-esteem as a moderator variable to explore the relationship among these variables and make further suggestions to modern companies for arranging job duties and selecting employees. The objects of the study were the Taiwan workers of a case company. The study adopted a convenience sampling method. 200 questionnaires were distributed and resulted in 177 valid responses, comprising the effective return rate of 88.5%. The software SPSS was used for correlation analysis, regression analysis and T test to test the hypothesis. The findings show that there is a significant positive correlation between job characteristics and job involvement, then add self-esteem as a moderator variable to find that there is still a significant positive correlation between job characteristics and job involvement in those workers who are in high level of self-esteem ; on the other hand, there isn¡¦t a positive relationship between job identity, job feedback and job involvement in those workers who are in low level of self-esteem. But there is still a positive relationship between skill variety, job importance, job autonomy, and job involvement.