Information adequacy,job satisfaction and organizational culture in a dispersed‐network organization

This investigation examined the relationship of information adequacy to job satisfaction and organizational culture in a healthcare organization with both office and field personnel. Information adequacy was assessed in four areas: personal performance, organizational policies, organizational performance, and organizational objectives. Comparisons of field and office personnel indicated that they did not differ on information adequacy or job satisfaction; they did, however, differ on several dimensions of organizational culture. Also, the relationship of information inadequacy to job satisfaction and organizational culture differed for employees depending on whether they worked primarily in the field or primarily in the office. Implications of the findings are drawn for organizations with a dispersed‐network structure.     

Perceived organizational effectiveness,job satisfaction,culture, and communication: Challenging the traditional view

This study challenges the traditional view that organizational culture, relationships, and communication activities precede or produce the outcomes of job satisfaction and perceived organizational effectiveness. Specifically, the study (a) empirically examines job satisfaction and perceived effectiveness for their potential as important explanatory processes for the outcomes of organizational culture, relationships, and information receiving and sending, and (b) empirically compares the traditional model with the competing conceptualization. Results of a canonical correlation analysis utilizing 2245 individuals in 21 organizations in various parts of the world indicate that 54.8% of the variance in perceptions of culture, relationships, information receiving, and information sending can be explained by job satisfaction and perceived organizational effectiveness. Results of a nested model comparison of the two models using latent variable path analysis demonstrated that the competing conceptualization is a significantly better fit to the data than the traditional view.     

On‐the‐job relationships among self‐reported oral communication apprehension,job satisfaction,and organizational citizenship behaviors

This study assessed the relationships among self‐reported oral communication apprehension (CA), job satisfaction, and organizational citizenship behaviors (OCB) for employees of a bank located in the southeastern U.S. Results indicated positive relationships between several of the job satisfaction and OCB variables, and several negative relationships between oral CA and OCB variables, and oral CA and job satisfaction variables. Also, individuals with high oral CA, in comparison to those with low oral CA, were found to score significantly lower on dimensions of organizational citizenship behavior and job satisfaction. Implications of these findings for the organization are discussed, as are reactions to the research findings by bank personnel.     

Job satisfaction and job performance of university librarians: A disaggregated examination

University librarians are required to continuously adjust to keep up with changing customers' needs. The study uses structural equation modeling (SEM) to examine the effects of different facets of job satisfaction on the task performance and contextual performance of university librarians. Specifically, the study breaks down the overall measure of job satisfaction first into its intrinsic and extrinsic components, and then into sub-facets of these components, in order to isolate in detail how they influence job performance. Findings from competing statistical models demonstrate that certain facets of intrinsic job satisfaction strongly predict both task performance and contextual performance. The findings can be particularly useful for providing a comprehensive understanding of the relationship between job satisfaction and job performance in the university library context. Finally, the study considers managerial implications.     

Work motivation,job satisfaction,work-family balance,and job commitment of library personnel in Universities in North-Central Nigeria

Increasingly, organizations are facing turbulent and competitive times. Hence, the need for universities to capitalize on the robustness and diversity of their employees to maximize their success by attracting and developing an engaged, healthy, and high-performing workforce through the provision of stimulating work environments that will promote work-family balance, work motivation, job satisfaction and overall job commitment. This study was designed to investigate the effects of work motivation, job satisfaction, and work-family balance on job commitment as well as work motivation and work-family balance as they affect job satisfaction of library personnel in universities in North-central Nigeria. The total enumeration technique was used to cover all the 926 library personnel in the universities in North-central Nigeria. The validated questionnaire was used to collect data on 926 library personnel out of which 842 responded. The response rate achieved was 91 %. The study found that work-family balance, work motivation and job satisfaction had significant effect on the job commitment of the respondents. Job satisfaction has the most significant effect (41 %) on job commitment. It is therefore, recommended that university administrators, library managers and most especially policy makers in the education sector should give adequate attention to work-family balance, work motivation, and job satisfaction when planning to improve job commitment of their employees. In addition, they should consider work motivation and work-family balance to improve job satisfaction of the library employees.     

The Rate and Delay in Overload: An Investigation of Communication Overload and Channel Synchronicity on Identification and Job Satisfaction

This study investigates the relationship between communication overload and uses of diverse communication channels in terms of their level of synchronicity. Emphasis on the synchronicity of any given channel reveals how temporal elements (i.e., rate and processing time) play an important role in perceptions of communication load. Additionally, this study examines the association between communication overload, organizational identification and job satisfaction. Findings reveal: (a) both high and low synchronous channels are associated with increased reports of communication overload; (b) a mediating effect of organizational identification on the relationship between communication overload and job satisfaction; and (c) a moderating effect of communication overload on the relationship between low synchronous channels and organizational identification.     

当今图书馆员工作满意度对组织承诺影响的研究

本文采用独立t检验、相关分析等统计分析方法，考察了当今图书馆员工作满意度各维度高、低分组在组织承诺各维度上的差异情况，进而探讨了他们的工作满意度对组织承诺的影响。研究发现，他们的公平满意度、获得满意度、工作价值感、组织氛围满意度、管理者满意度与情感承诺和规范承诺呈正相关的趋势，工作量满意度与组织承诺各个指标呈负相关，继续承诺与工作满意度多个指标呈负相关。     

The impact of a communication intervention on work‐unit productivity and employee satisfaction

This study investigated the impact of a 10‐week program, designed to communicate job‐specific and general company information, on levels of worker satisfaction and work‐unit productivity. Data were collected from assembly line workers in a large health care industrial plant. Differences between scores on a general satisfaction measure administered before and after the program were observed suggesting that attitudes about the organization did improve after the program. When compared with a control period, work‐unit productivity also improved after the program. Implications of these findings for future organizational communication research were discussed.     

Correlates of staff motivation,satisfaction, and job performance of library staff in selected Nigerian University libraries

Abstract

This study examined staff motivation, satisfaction, and job performance among the librarians and library staff in six selected university libraries in Nigeria. The target population for the study includes the professionals and nonprofessional library staff. A total enumeration sampling technique was used to select 180 respondents, which represent the sample for the study. Data was collected using a self-designed questionnaire titled “Staff Motivation, Satisfaction and Job Performance Questionnaire” (SMSJPQ). Six research questions were developed and answered by the study. The results indicate that librarian and library staff are highly motivated with regular pay while the least motivational factor is frequent interaction with their friends. Library staff are primarily satisfied with their jobs when they are in constant link with their friends. Professional library staff significantly experience better work motivation than their nonprofessional counterparts. Significant correlation exists between staff motivation and job performance and between job satisfaction and job performance. In addition, the two factors (motivation and satisfaction) exert significant contribution to the determinant of librarians and library staff job performance. Based on the findings, the study recommended improvement in the level of motivation of nonprofessionals so that the significant difference with the professional counterpart would not be so much pronounced.     

Autonomy and Perceptions of Work Quality

Self-determination theory says intrinsic and extrinsic motivations influence our goal-oriented behavior and determine satisfaction. For TV news workers, those motivations include deadlines, breaking news, multiple-screen obligations, competition, and the desire to produce quality journalism each day. In this study of nearly 900 broadcasters, those with work autonomy and organizational support have a great deal of job satisfaction and say they are producing a high quality of journalism. Of the sample, 19 percent (N = 155) who said they intend to leave TV news within five years had significantly lower levels of job satisfaction, organizational support, autonomy, and perceptions of work quality. The primary reasons for leaving the industry include salary, family issues, and concerns about the quality journalism they are producing.     

The Relationship Between Trait Affect and Job Attitudes in Library Employees

This research explores the relationship between employees’ disposition and several important job attitudes. Dispositional affect is a personality trait that describes people's emotional responses to situations. This study explored how affective disposition influences the job attitudes of work engagement, organizational commitment, and job satisfaction. Data were collected from a sample of librarians, and the results show that affective disposition strongly predicted the three job attitudes in the expected directions. The findings contribute to knowledge of the role of personality in the workplace and provide guidance for library managers on how best to facilitate positive job attitudes.     

The relationship between work conditions and perceptions of organizational justice among library employees

Library employees hold perceptions about the fairness of the outcomes, processes, and interpersonal treatment in their workplaces. When employees feel the workplace is fair they are more likely to feel commitment to the organization, perform in-role and extra-role tasks, and experience job satisfaction. When employees perceive injustice in the workplace, research points to negative outcomes such as withholding work or even sabotage. To understand the antecedents of organizational justice, researchers carried out a national survey of librarians to compare the predictive power of perceived organizational support, job autonomy, job feedback, and job stress. Results indicate that increasing librarians' perceptions of organizational support and their autonomy, and providing meaningful and timely job feedback can increase overall perceptions of justice. Managers can enhance a climate of justice in their workplaces by developing strategies that target organization support, autonomy, and feedback to reduce a sense of injustice between and among employees.     

Job Satisfaction among Cataloger Librarians in University Libraries in Nigeria

The aim of the article is to investigate the level of job satisfaction among cataloger librarians in university libraries in Nigeria. Eighty-six catalogers from 29 university libraries in Nigeria participated in the survey. A questionnaire was used for data collection, which was e-mailed to catalogers. Overall, 86% of the catalogers surveyed were very or somewhat satisfied with their current job. The findings revealed that catalogers in university libraries in Nigeria are dissatisfied with dimensions such as roles and responsibilities, workplace culture, rewards (salaries/benefits), and professional development. On the other hand, they are satisfied with administration and supervision, performance evaluation, and opportunities.     

Why Teleworkers are More Satisfied with Their Jobs than are Office-Based Workers: When Less Contact is Beneficial

This study challenges assumptions regarding the value and necessity of frequent face-to-face workplace interaction by building upon a theoretical framework for the consequences of telecommuting. Using a multiple mediation approach and path analysis, the study examines the extent to which telework affects job satisfaction through the experiences of work–life conflict, stress due to meetings and interruptions, perceived organizational politics, and information exchange. Results reveal that high-intensity teleworkers (n=89) are more satisfied than office-based employees (n=103) and achieve significant benefits from their work arrangement, with work–life conflict most influential toward job satisfaction. The path model reveals more complex indirect paths linking telework and job satisfaction.     

The physical office environment in technical services in ARL libraries

In 2012, the authors conducted a survey on the satisfaction level of librarians and staff in technical services in ARL libraries towards their physical office environment and their perceptions on whether physical office environment had an impact on their job satisfaction, privacy, productivity, communication and collaboration. The authors analyzed the survey results and answered three research questions. This paper will provide some understanding about the physical office environment in library technical services and the survey results will be useful for both architects and library administrators when planning and designing physical office environment in library technical services.     

The physical office environment in technical services in ARL libraries

In 2012, the authors conducted a survey on the satisfaction level of librarians and staff in technical services in ARL libraries towards their physical office environment and their perceptions on whether physical office environment had an impact on their job satisfaction, privacy, productivity, communication and collaboration. The authors analyzed the survey results and answered three research questions. This paper will provide some understanding about the physical office environment in library technical services and the survey results will be useful for both architects and library administrators when planning and designing physical office environment in library technical services.     

组织行为对竞争情报人员工作价值观的影响研究

提出在组织中,影响竞争情报人员行为的价值观主要表现在工作价值观上,并阐述竞争情报人员工作价值观的四个维度：自我实现取向、社会价值取向、组织安全取向和安定休闲取向;从组织承诺、组织文化、工作满意度和工作绩效四个方面来研究组织行为对竞争情报人员工作价值观的影响。     

OCCUPATIONAL STRESS AND JOB SATISFACTION IN MEDIA PERSONNEL ASSIGNED TO THE IRAQ WAR (2003)

This paper investigates occupational stressors amongst media personnel assigned to work on covering the Iraq War via interviews with 54 journalists from the BBC and Reuters, who worked in Iraq between February and April 2003. A range of stressors were identified that could be categorized into three main themes, control over the situation, support from management and grief from the death of colleagues. Journalists not embedded with military units were more likely to report negative physical and emotional health outcomes. The study concludes that hazardous work environments do not, by themselves, cause stress and poor job satisfaction. Rather, organizational factors, the imbalance between the ability to make decisions about how to carry out their job effectively and the perceived rewards of working in such environments appear to have a greater impact on work related stress.     

刍议如何为领导决策提供高质量的信息服务

信息工作是党委领导的耳目,科学决策的参谋,解决问题的助手,联系群众的桥梁。机关办事人员,如何进一步做好党委信息服务工作,增强办公室的信息服务能力,首先善于捕捉与收集信息;其次是要善于提炼与挖掘信息;再次要善于优化和撰写信息。     

图书馆员沟通满意感的测量与分析

基于问卷调查,从5个维度测量图书馆员的沟通满意感,即对组织整体沟通氛围的看法、沟通开放性、相关工作信息的获取、直接主管的沟通意识及态度与主动性、同事之间的沟通关系等。在此基础上,从性别、入馆年限、职称、职位、教育背景方面,对不同馆员群体的沟通满意感及其相关因素进行考察,以发现其规律和特点。