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Attachment security in relationships is associated with several positive outcomes. Recently, researchers have applied attachment theory to employee-supervisor relationships. Two studies examined associations of supervisors' provision of attachment-related security with work-related outcomes and related underlying mechanisms. Participants completed measures of their supervisors' security provisions and of their own job satisfaction, organizational commitment, burnout, and performance. Supervisors' security provisions were associated with positive work-related outcomes, which were mediated by closeness behaviors (Study 1; N = 150, M age = 33.3 yr., SD = 9.6). These associations were also mediated by employees' sense of meaning at work when the supervisor was of the same sex (Study 2; N = 120, M age = 26.5 yr., SD = 5.0). Findings supported attachment-related dynamics in employee-supervisor relationships and suggested psychological mechanisms underlying these effects. [ABSTRACT FROM AUTHOR]

This study evaluates the influence of leadership style and employee trust in their leaders on job satisfaction. 341 personnel (164 men, 177 women; M age = 33.5 yr., SD = 5.1) from four large insurance companies in Taiwan completed the transformational leadership behavior inventory, the leadership trust scale and a short version of the Minnesota (Job) Satisfaction Questionnaire. A bootstrapping mediation and structural equation modeling revealed that the effect of transformational leadership on job satisfaction was mediated by leadership trust. This study highlights the importance of leadership trust in leadership-satisfaction relationships, and provides managers with practical ways to enhance job satisfaction. [ABSTRACT FROM AUTHOR]

To support employees' work and health, organizations should help employees cope with common problems. Previous studies have focused primarily on work-related problems across multiple industries rather than on evaluating industry-specific issues. Here, two approaches identified common work and nonwork employee problems in the technology industry with the strongest correlations with psychosomatic health and life satisfaction. Study 1 used questionnaires to identify the problems that were perceived as the most frequent by lower-level employees ( N = 355) working in the technology industry. Study 2 evaluated employees' coping behaviors by analyzing (with permission) counseling records collected from an employee assistance service company ( N = 276). Employees reported a variety of problems; work problems were the only problems (of the top 5 problems) reported in both studies. Several problems emerged in the counseling records (e.g., legal issues, career development, family and marriage problems, and emotional problems) but not in the surveys. Future research should apply these observations to develop scales for measuring employee stressors. [ABSTRACT FROM AUTHOR]

When studied separately, research shows that both teacher self-efficacy and teacher autonomy are associated with adaptive motivational and emotional outcomes. This study tested whether teacher self-efficacy and teacher autonomy are independently associated with engagement, job satisfaction, and emotional exhaustion. 2,569 Norwegian teachers in elementary school and middle school (719 men, 1,850 women; M age = 45.0 yr., SD = 11.5) were administered the Norwegian Teacher Self-Efficacy Scale, the Teacher Autonomy Scale, the Utrecht Work Engagement Scale, the Teacher Job Satisfaction Scale, and the Maslach Burnout Inventory. The analysis revealed that both teacher autonomy and self-efficacy were independent predictors of engagement, job satisfaction, and emotional exhaustion. This study suggests that autonomy or decision latitude works positively but through different processes for teachers with high and low mastery expectations. [ABSTRACT FROM AUTHOR]

This study examined the discriminant and criterion-related validity of the Relative Deprivation Scale. The data were collected from 151 Korean employees who had recently experienced a merger and acquisition. The results of confirmatory factor analysis revealed that the two dimensions of relative deprivation (egoistic and fraternal relative deprivation) are clearly distinguishable from other conceptually related variables, such as negative affectivity, resistance to change, overall job dissatisfaction, and distributive justice. In addition, egoistic relative deprivation made a unique incremental contribution to explaining employee turnover intention beyond the contribution of conceptually related variables, while fraternal relative deprivation did not. [ABSTRACT FROM AUTHOR]

This paper discusses the effects of transformational leadership on cooperative conflict resolution (management) by evaluating several alternative models related to the mediating role of job satisfaction and change commitment. Samples of data from customer service personnel in Taiwan were analyzed. Based on the bootstrap sample technique, an empirical study was carried out to yield the best fitting model. The procedure of hierarchical nested model analysis was used, incorporating the methods of bootstrapping mediation, PRODCLIN2, and structural equation modeling (SEM) comparison. The analysis suggests that leadership that promotes integration (change commitment) and provides inspiration and motivation (job satisfaction), in the proper order, creates the means for cooperative conflict resolution. [ABSTRACT FROM AUTHOR]

Super-leadership is part of an approach called 'empowering leadership.' Within this approach, super-leadership is assumed to enable subordinates to lead themselves. The current study examined correlates of super-leadership. A questionnaire measuring two dimensions of super-leadership was used to analyze relationships between super-leadership and subordinates' work enjoyment, i.e., job satisfaction, subjective well-being, and emotional organizational commitment. In addition, moderating effects of the organizational context, i.e., organizational decentralization, on the relationships between super-leadership and work enjoyment were explored. 198 German employees from different occupations participated in the study. Latent moderator structural equation analysis revealed that the two factors of super-leadership, "coaching and communicative support" and "facilitation of personal autonomy and responsibility," had direct positive effects on subordinates' work enjoyment. Organizational decentralization moderated the effect of "coaching and communicative support" on work enjoyment but not the relations involving "facilitation of personal autonomy and responsibility." Conclusions for further research and practical applications were discussed. [ABSTRACT FROM AUTHOR]

Examines a study conducted by 167 financial institutions in the West measuring Type A behavior and a semantic differential scale for job satisfaction. Men and women's similar characteristics; Associations among Type A/B behavior and careers at plateau and not at plateau; Results; Discussion.

Presents a study that compares entrepreneurs (n = 274) and private (n = 1,005) employees which showed that in contrast to private employees, entrepreneurs and public employees are more likely to be job-satisfied, more likely to prefer important work. Method; Results; Discussion.

Presents results of study on the job satisfaction of 59 casino dealers and 62 school teachers using the Brayfield Rothe scale. Lower job satisfaction among casino dealers compared to the teachers; Previous studies conducted on casino dealers; Comparison of test scores.