scholarly journals Center the Relationship between Self-Leadership Behaviors of Sports-Sports Training Specialists and Job Satisfaction Levels (An Example from Eastern Anatolia Region)

2021 ◽  
Vol 7 (3) ◽  
pp. 175
Author(s):  
Muhammed Bahadır Sandikçi ◽  
Metin Yıldız ◽  
Abdurrahman Kırtepe
Keyword(s):  
Job Satisfaction ◽  
Leadership Behaviors ◽  
The Self ◽  
Eastern Anatolia ◽  
Sports Training ◽  
Satisfaction Scale ◽  
Significant Difference ◽  
Self Talk ◽  
The Relationship ◽  
Training Specialists

This study aims to determine the relationship between self-leadership behaviors and job satisfaction levels of Sports-Sports Training Specialists working in Provincial Directorates of Youth and Sports. The research population consists of 230 Sports-Sports Training Specialists working in the Provincial Directorates of Youth and Sports in the Eastern Anatolia Region. “Personal Information Form”, “Self-Leadership Questionnaire-SLQ” and “Job Satisfaction Scale” were used for data collection. 72.2% of the participants are male, 73.4% have an undergraduate degree and 64.6% are working in their institution on a contractual basis. There is a significant difference in favor of women between gender and the self-talk sub-dimension of the self-leadership scale. There was a significant difference between the working positions and the total score of the self-leadership scale and the sub-dimension of self-cueing in favor of permanent employees. There was a statistically significant difference between the job satisfaction scale and the sports training specialists having poor economic status. No positive relationship was found between self-leadership and job satisfaction. It has been concluded that female sports-sports training specialists are more focused on self-talk than males and this has an effect on self-leadership levels, but gender does not affect their job satisfaction levels. Permanent staff experts motivate themselves better and have a better sense of self-leadership than contracted experts. It has been determined that compared to their senior colleagues, newcomers to the profession are in an effort to reveal their self-leadership behaviors more in order to prove themselves in their institutions and to be successful.

scholarly journals The Relationship between Organizational Commitment and Job Satisfaction

2021 ◽  
Vol 7 (2) ◽  
pp. 146
Author(s):  
Yeşim Avunduk
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Personal Information ◽  
Pearson Correlation ◽  
Educational Status ◽  
Private Company ◽  
Satisfaction Scale ◽  
Continuance Commitment ◽  
Significant Difference ◽  
The Relationship

The study aimed to determine the relationship between organizational commitment and job satisfaction of individuals working in the sports sector. The sample of the study consisted of a total of 496 people (375 males and 121 females), who were working in a private company operating in the sports sector in Istanbul, and selected by easy sampling method. In addition to the personal information form, the “Organizational Commitment Scale” developed by Meyer and Allen (1984, 1997) and adapted to Turkish by Boylu et al. (2007), and the Minnesota Job Satisfaction Scale, developed by Weiss et al. (1967) and adapted into Turkish by Baycan (1985) were used as data collection tools. Analyzes were analyzed using SPSS 22.0 package program. Independent t-test, ANOVA and Pearson Correlation analyses were performed to analyse the data. In addition, the analyzes were performed at a 95% confidence interval. Analysis results showed that there was a significant difference in the continuance commitment sub-dimension of individuals according to the gender variable. It was determined that there was a significant difference in both the job satisfaction levels and the affective and normative commitment levels of the individuals according to their welfare status. Moreover, it was determined that there was a significant difference in all sub-dimensions of the job satisfaction scale and in all sub-dimensions of the organizational commitment scale according to the educational status of the participants. As a result, it was determined that there was a positive and moderate relationship between “Affective Commitment” and “Continuance Commitment” and “Internal Satisfaction” and “External Satisfaction”. Another result, it was determined that the organizational commitment and job satisfaction levels of the individuals differed according to their socio-demographic characteristics, and as the affective and continuance commitment of the individuals increased, their job satisfaction increased.

scholarly journals An Investigation of the Relationship Between Preschool Teachers’ Individual and Administrative Creativity and Job Satisfaction

2021 ◽  
Vol 4 (2) ◽  
Author(s):  
Yıldız Güven, ◽  
◽  
Dicle Akay ◽  
Sümeyye Öcal ◽  
◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Preschool Teachers ◽  
Personal Information ◽  
Working Hours ◽  
Satisfaction Scale ◽  
Organizational Creativity ◽  
Number Of Children ◽  
Significant Difference ◽  
Type Of Institution ◽  
The Relationship

The creativity skills of individuals have started to gain importance in adapting to today's changing conditions. In this context, teachers need to transfer their individual creativity to the organizational environment. In order to do this, they need to provide personal pleasure and satisfaction from their work. The main aim of this study is to examine the relationship between preschool teachers' individual and administrative creativity and job satisfaction. The study, which is designed as relational survey model, was carried out with 173 preschool teachers. The data obtained from Personal Information Form, Organizational Creativity Scale and Job Satisfaction Scale. As a result of the research, the organizational creativity scores of preschool teachers in the dimension of individual creativity showed a significant difference according to the type of institution, and no difference was found according to the status of wanting to do a different profession, the number of students in the class, professional seniority and weekly working hours. There was a difference in the administrative creativity of teachers according to the type of institution, their willingness to do a different profession and the number of students in the classroom, while professional seniority and weekly working hours make no difference. There was a difference among teachers' job satisfaction scores according to the type of institution, their willingness to do a different profession, and the number of children in the classroom, but not according to professional seniority and weekly working hours. According to the result of the research it can be claimed that as the organizational creativity scores of preschool teachers in individual and administrative dimensions increased, their job satisfaction increased too. It was suggested that conditions improving organizational creativity and job satisfactions of preschool teachers should be given place in schools.

scholarly journals Investigating the Psychological Well-Being and Job Satisfaction Levels in Different Occupations

2016 ◽  
Vol 9 (12) ◽  
pp. 194 ◽  
Author(s):  
Isa Yucel Isgor ◽  
Namik Kemal Haspolat
Keyword(s):  
Job Satisfaction ◽  
Personal Information ◽  
Well Being ◽  
Satisfaction Scale ◽  
Psychological Well Being ◽  
Income Levels ◽  
Service Period ◽  
Significant Difference ◽  
Health Justice ◽  
The Relationship

<p class="apa">The purpose of this research was to investigate the relationship between job satisfaction and psychological well-being levels of different occupational employees (education, security, health, justice, worker, engineer, and religious official) carrying on their duties in different institutions and organizations in a mid-scale provincial center of Eastern Anatolian region in Turkey. Furthermore, the research also discussed the differentiation between psychological well-being and job satisfaction in terms of occupational areas, income levels and service period of different occupational employees. The research group included totally 348 employees including 107 female and 241 males between 21 and 64 years old. Psychological Well-Being Scale, Job Satisfaction Scale, and Personal Information Form were used as data collection tools in the research. According to the research results, a positive mid-level relationship was proved between psychological well-being levels and job satisfaction levels of the employees. In terms of occupational areas and income levels, a significant differentiation was observed between psychological well-being and job satisfaction scores of the occupational employees. Finally, no significant difference was determined between psychological well-being and job satisfaction levels of the employees.</p>

scholarly journals Examining the relationship between self-efficacy and life satisfaction in cycling and trekking individualsBisiklet kullanan ve trekking yapan bireylerin yaşam doyumu ve öz yeterliklerinin incelenmesi

2018 ◽  
Vol 15 (4) ◽  
pp. 2398
Author(s):  
Ersin Ballıkaya ◽  
Ali İlhan Barut ◽  
Abdurrahman Demir ◽  
Ferhat Çiftçi ◽  
Manolya Akın
Keyword(s):  
Life Satisfaction ◽  
Self Efficacy ◽  
Pearson Correlation ◽  
Educational Status ◽  
English Summary ◽  
T Test ◽  
The Self ◽  
Satisfaction Scale ◽  
Significant Difference ◽  
The Relationship

The purpose of this study is to examine and compare the relationship between self efficacy and life satisfaction scores in terms of age, gender, education level in cycling and trekking individuals. The research was conducted using descriptive scanning model. The sample of the study was individuals who are actively cycling and trekking in the province of Mersin. 51 women and 105 men participated in the research as voluntary.(Xage=38.79±14,39). Data were derived from participants by applying “Self-Efficacy Scale” which is adapted by Köseoğlu,Gerçek, Yılmaz, Soran (2007) and “Life Satisfaction Scale” which is adapted by Yetim(1993). Descriptive statistics, independent groups T-test, one -way ANOVA analyses and Pearson correlation were used to analyze the data. The total average of self-efficacy and life satisfaction scores of cycling and trekking individuals are high and in order of 25,03±5,46 and 31,36±5,36. The findings of the research showed that there is a significant correlation between self-efficacy and life satisfaction scores (r= ,36; p<0,01). According to T-test results, there is no significant difference between mean scores of self-efficacy and life satisfaction in terms of age, gender and education levels in all groups.(p >,05).According to the results of research, life satisfaction and self-efficacy average scores of individuals who regularly cycling and trekking were found to be high. When the self-efficacy and life satisfaction average scores were examined, no significant difference was found in terms of gender, age and educational status in terms of these variables. While the self-efficacy scores of the participants increased, life satisfaction scores increased.Extended English summary is in the end of Full Text PDF (TURKISH) file. ÖzetBu araştırmada, bisiklet ve trekking sporu yapan bireylerin öz-yeterlik ve yaşam doyumu puanlarının cinsiyet, yaş, eğitim durumu değişkenleri açısından incelenmesi ve katılımcıların öz-yeterlik ve yaşam doyumu puanları arasındaki ilişkinin ortaya konulması amaçlanmıştır. Araştırma betimsel tarama modeli kullanılarak gerçekleştirilmiştir. Çalışmanın örneklemini, Mersin ilinde aktif olarak bisiklet ve trekking sporu yapan 51 kadın, 105 erkek toplam 156 (Xyaş= 38,79 + 14,39) katılımcı oluşturmuştur. Araştırmada veri toplama aracı olarak Köseoğlu, Gerçek, Yılmaz, Soran (2007) tarafından Türkçe’ ye uyarlanan “Algılanan Öz-Yeterlik Beklentisi Ölçeği” ve Yetim (1993) tarafından Türkçe`ye uyarlanan “Yaşam Doyumu Ölçeği” kullanılmıştır. Verilerin analizinde betimsel istatistikler, bağımsız gruplar için “T testi”, tek yönlü varyans analizi (ANOVA) ve pearson korelasyon katsayısı kullanılmıştır. Elde edilen sonuçlara göre bisiklet ve trekking sporu yapan bireylerin öz-yeterlik puan ortalamaları (31,36± 5,36) ve yaşam doyumu puan ortalamalarının (25,03± 5,46) yüksek olduğu belirlenmiştir. Ayrıca çalışmaya katılan bireylerin öz-yeterlik ve yaşam doyumu puanları arasında pozitif bir korelasyon saptanmıştır (r=,36; p<,01). Katılımcıların cinsiyet, yaş, eğitim durumu ve spor dalı değişkenine göre öz-yeterlik ve yaşam doyumu puanlarının farklılaşıp farklılaşmadığına bağımsız gruplar için t testi ile bakılmış ve tüm gruplarda istatistiksel olarak anlamlı bir fark bulunamamıştır (p>,05). Araştırma sonuçlarına göre, düzenli bisiklet süren ve trekking yapan bireylerin yaşam doyumu ve öz yeterlik ortalama puanlarının yüksek olduğu gözlenmiştir. Öz yeterlik ve yaşam doyumu ortalama puanları incelendiğinde cinsiyet, yaş ve eğitim durumu yönünden bu değişkenler açısından anlamlı bir farka rastlanmamıştır. Katılımcıların öz yeterlik puanları artarken, yaşam doyumu puanlarının da arttığı gözlenmiştir.

scholarly journals The Relationship between Job Satisfaction and Job Performance: A Study on Sports Industry

2021 ◽  
Vol 7 (2) ◽  
pp. 133
Author(s):  
Alpaslan Baki Ertekin ◽  
Yeşim Avunduk
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Marital Status ◽  
Personal Information ◽  
Pearson Correlation ◽  
Satisfaction Scale ◽  
Sports Industry ◽  
Significant Difference ◽  
The Relationship ◽  
Performance Scale

The aim of this research is to determine the relationship between job performance and job satisfaction of individuals working in the sports industry. The sample of the study consisted of 423 people (317 males and 106 females), who work in the sports industry in Istanbul and selected by purposeful sampling method. In the study, in addition to the personal information form, the “Minnesota Job Satisfaction Scale” developed by Weiss et al. (1967) and adapted to Turkish by Baycan (1985), the “Job Performance Scale” developed by Kirkman and Rosen (1999) to determine the job performance of employees and adapted to Turkish by Çöl (2008) were used as data collection tools. In the analysis of the data, independent t-test, ANOVA and Pearson Correlation analyses were performed. The results of the analysis determined that individuals did not differ according to their gender in both their job satisfaction levels and their job performance. It was determined that there was a significant difference in the “External Satisfaction” sub-dimension of the job satisfaction scale according to marital status, and there was a statistical difference in the “Internal Satisfaction” and “External Satisfaction” sub-dimensions of the job satisfaction scale according to the working hours of the participants in the workplace. Moreover, it was determined that there was no significant difference according to the marital status of the participants and the duration of their work. Finally, it was determined that there was a positive and low-level relationship between the sub-dimensions of the job satisfaction scale and the job performance scale. As a result, it was determined that the job satisfaction and job performance levels of the individuals differed according to their socio-demographic characteristics, and the higher their job satisfaction, the higher their job performance.

Need Pattern, Job Satisfaction and Mental Health among IT Professionals

2016 ◽  
Vol 4 (1) ◽  
Author(s):  
Sushma Suri ◽  
Swati Sharma ◽  
Tahir Abbas
Keyword(s):  
Mental Health ◽  
Job Satisfaction ◽  
Correlation Coefficient ◽  
Significant Relationship ◽  
It Professionals ◽  
Satisfaction Scale ◽  
Male And Female ◽  
Significant Difference ◽  
Pattern Scale ◽  
The Relationship

The present study designed to assess the need pattern, mental health and job satisfaction among male and female IT professionals. It also aimed to find out the relationship between need pattern, job satisfaction and mental health. The sample includes 60 subjects working in different IT companies like WIPRO, HCL, IBM, etc. and were divided equally on the basis of their genders i.e. male (N=30) and female (N=30). Need Pattern Scale, Job Satisfaction Scale and Mental Health Inventory were used to collect data. Obtained scores were analysed with the help of t-test and correlation coefficient. Findings of the study demonstrated a significant difference between male and female IT professionals only on the aggression and power dimensions of need patterns and total scores. Regarding job satisfaction both the group differed only on economy statement dimension. As far as mental health is concerned they showed significant difference on all dimension except perception of reality and integrating personality. No significant relationship observed between mental health and job satisfaction and need pattern irrespective of their gender.

scholarly journals An Investigation of the Relationship Between Preschool Teachers’ Individual and Administrative Creativity and Job Satisfaction

2021 ◽  
Author(s):  
Yıldız Güven ◽  
Dicle Akay ◽  
Sümeyye Öcal
Keyword(s):  
Job Satisfaction ◽  
Preschool Teachers ◽  
Personal Information ◽  
Working Hours ◽  
Satisfaction Scale ◽  
Organizational Creativity ◽  
Number Of Children ◽  
Significant Difference ◽  
Type Of Institution ◽  
The Relationship

The creativity skills of individuals have started to gain importance in adapting to today's changing conditions. In this context, teachers need to transfer their individual creativity to the organizational environment. In order to do this, they need to provide personal pleasure and satisfaction from their work. The main aim of this study is to examine the relationship between preschool teachers' individual and administrative creativity and job satisfaction. The study, which is designed as relational survey model, was carried out with 173 preschool teachers. The data obtained from Personal Information Form, Organizational Creativity Scale and Job Satisfaction Scale. As a result of the research, the organizational creativity scores of preschool teachers in the dimension of individual creativity showed a significant difference according to the type of institution, and no difference was found according to the status of wanting to do a different profession, the number of students in the class, professional seniority and weekly working hours. There was a difference in the administrative creativity of teachers according to the type of institution, their willingness to do a different profession and the number of students in the classroom, while professional seniority and weekly working hours make no difference. There was a difference among teachers' job satisfaction scores according to the type of institution, their willingness to do a different profession, and the number of children in the classroom, but not according to professional seniority and weekly working hours. According to the result of the research it can be claimed that as the organizational creativity scores of preschool teachers in individual and administrative dimensions increased, their job satisfaction increased too. It was suggested that conditions improving organizational creativity and job satisfactions of preschool teachers should be given place in schools.

Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

2017 ◽  
Vol 16 (3) ◽  
pp. 155-159 ◽  
Author(s):  
Peizhen Sun ◽  
Jennifer J. Chen ◽  
Hongyan Jiang
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Future Research ◽  
Satisfaction Scale ◽  
Primary School Teachers ◽  
Mediating Role ◽  
Regulation Of Emotion ◽  
The Relationship ◽  
Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

scholarly journals Status Quos Are Made to be Broken: The Roles of Transformational Leadership, Job Satisfaction, Psychological Empowerment, and Voice Behavior

SAGE Open ◽  
2021 ◽  
Vol 11 (2) ◽  
pp. 215824402110067
Author(s):  
Sehrish Ilyas ◽  
Ghulam Abid ◽  
Fouzia Ashfaq ◽  
Muhammad Ali ◽  
Wasif Ali
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Psychological Empowerment ◽  
Employee Voice ◽  
Voice Behavior ◽  
Multiple Mediation ◽  
Significant Difference ◽  
The Relationship

Employee voice behavior has attained significant attention in contemporary research due to its positive consequences for both workers and employers. Drawing on the social exchange theory, this study examined the mediating role of job satisfaction and psychological empowerment on the relationship between transformational leadership and employee’s voice behavior. Data were collected through survey questionnaires by utilizing a three-wave time-lagged study design from employees from diverse private and public sector organizations in Pakistan. The parallel multiple mediation is tested through Hayes’s process macro. The results indicate that job satisfaction and psychological empowerment partially mediate the relationship between transformational leadership and employee’s voice behavior. Further analysis depicts that both job satisfaction and psychological empowerment leveraged under transformational leadership act as parallel mediators and have no statistical significant difference between them. The theoretical and managerial implications are discussed.

scholarly journals An Analysis of the Relationship Between Job Satisfaction and Employee Engagement

2017 ◽  
Vol 55 (2) ◽  
pp. 243-262 ◽  
Author(s):  
Anton Vorina ◽  
Miro Simonič ◽  
Maria Vlasova
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Business Performance ◽  
Modern World ◽  
P Value ◽  
Significance Level ◽  
The Public ◽  
Significant Difference ◽  
And Gender ◽  
The Relationship

AbstractThis paper examines the relationship between employee engagement and job satisfaction. People spend most of their time at work, and their motivation is considered to be an important factor for job performance. Enthusiastic employees, who focus their efforts on achieving their companies′ goals are a key competitive advantage in the modern world. The effect of employee engagement on business performance has been studied by various experts. They found out the similar conclusion: “the more enthusiastic the workers are, the better operating results they achieve for the company”. An occasional sample of 594 respondents who are employed in the public and non-public sector in Slovenia was used for the purpose of this study. The main goal of the research is to determine whether (and how) the employee engagement influences job satisfaction. A written survey was conducted from 4 January 2016 to 14 March 2016. IBM SPSS 20 was used for the statistical analysis. The results confirm that the relationship between employee engagement and job satisfaction is positive and statistically significant (5 % significance level), based on the linear regression F (1, 583) =296.14, p-value = 0.000, R-square = 0.337. The results also show that there is no statistically significant difference between employee engagement and gender and there is no statistically significant difference between job satisfaction and gender.

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