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《The Journal of Academic Librarianship》2023,49(4):102741
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. 相似文献
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Patricia M. Sias 《Communication Studies》2013,64(4):375-395
This study examined the extent to which the amount and quality of work‐related information employees received was associated with the quality of their relationships with peer co‐workers and their immediate supervisors. Results indicated that supervisor–subordinate relationship quality was positively related to both the amount and quality of information employees received from their immediate supervisor. In addition, employees’ proportions of information peer relationships were negatively related, and their proportions of collegial peer relationships were positively related, to the quality of information they received from their co‐workers. Regression analyses also indicated that the quality of information employees received from their supervisors and co‐workers was positively related to their job satisfaction and commitment to the organization. 相似文献
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Veronica Lynn Gibbs Lawrence B. Rosenfeld Manoochehr Javidi 《Communication Research Reports》2013,30(2):209-220
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. 相似文献
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The purpose of the current study was to improve our theoretical and practical understanding by examining the influence of a supervisor's verbal aggression on his or her employees’ job satisfaction and commitment, accounting for investment size and the quality of alternatives. And to account for reasons why organizations fail to fully realize the benefits associated with employee retention. A structural equation model was developed to emulate the investment model to determine the veracity of the model in the work setting and to answer the question as to why employees remained in communicatively hostile work environments. The findings shed light on the dynamics that take place within a work environment in which employees are targets of verbal aggression by their supervisors. The findings also indicated that the data fit the structural equation model and confirmed the applicability of the investment model in the workplace. 相似文献
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《广播与电子媒介杂志》2013,57(1):162-174
Content analysis of 450 news stories broadcast by five Australian television networks over a period of one week indicated that men were generally over-represented as presenters, reporters, and expert sources. Female reporters predominated only in low-frequency, lower-ranked subjects. Although expert sources were mostly male, male and female reporters did not differ in their use of male or female sources. Despite increased participation of women in journalism, findings indicate a lasting association of men with higher status stories, source authority, sport, and hard news. 相似文献
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The influence of journalists' gender on newspaper stories about women Cabinet members in South Korea
Kyung-Hee Kim 《亚洲交流杂志》2013,23(3):289-301
This study examined whether there were differences in news reporting of women's subjects in South Korea due to reporter gender. The findings reveal that, in covering the women Cabinet members in South Korea, female reporters used a more positive tone, emphasized conflict news value less, used fewer stereotypical references to women, and employed more gender-sensitive perspectives than did male reporters. Our analysis also reveal that there was not a significant difference between the female-friendly newspapers and the female-unfriendly newspapers in terms of the story's tone, gender-equity tendency, and use of conflict news value in their news stories about women Cabinet members. 相似文献
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While women have made significant progress in gaining access to the field of journalism over the few past decades, some scholars have noted a persistent tendency for men and women journalists to be assigned to different types of news work, as if some news topics are gender specific, i.e., some news topics can be better handled by men, whereas others can be better handled by women. But do professional journalists themselves perceive news topics to be gender specific? What individual level factors may explain beliefs in the gender specificities of news topics? Drawing on a representative survey of 459 professional journalists in Hong Kong, this article showed that journalists did not treat many types of news stories as gender specific. Women, journalists with a stronger commitment to professional ethics, and single journalists were less likely to believe in gender specificities of news topics. Among women journalists, educational level was related to beliefs in gender specificities. Implications of the findings were also discussed. 相似文献
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《Journalism Practice》2013,7(6):672-686
This survey analysis of women freelance journalists is a first step toward filling a gap in the largely uncharted territory of women in the United States who leave traditional employer-based news jobs for self-employment. The findings show that female respondents were satisfied with their work hours, earnings, and ability to combine their atypical newswork jobs with raising children. However, they were no more satisfied with their work than male respondents who also worked as freelance journalists. 相似文献
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《Communication monographs》2012,79(4):315-335
Ninety‐six university students (48 males, 48 females) were randomly assigned a partner (whom they did not know well), forming two dyad conditions: (a) same‐sex, and (b) mixed‐sex. The 48 dyads were audiotape‐recorded in 20‐minute problem solving interactions, from which 300‐word language samples were transcribed for analysis. In Study 1, 9 trained observers coded 12 language variables previously shown to distinguish male from female language use. Discriminant analysis results demonstrated that a weighted combination of 8 variables could differentiate male from female interactants: male indicators—interruptions, directives, and conjunctions/ fillers begin sentence; female indicators—questions, justifiers, intensive adverbs, personal pronouns, and adverbials begin sentence. An analysis of variance of individuals’ gender discriminant function scores showed greater differences in gender‐linked language behavior in same‐sex than in mixed‐sex dyads. In Study 2, 231 naive observers rated the 96 interactants, using the Speech Dialect Attitudinal Scale. MANOVA results showed that in same‐sex dyads, female interactants were rated higher on Socio‐Intellectual Status and Aesthetic Quality, but no gender difference was found on Dynamism. However, in mixed‐sex dyads, men were rated higher on Aesthetic Quality, whereas women were rated higher on Dynamism. Taken together, the analyses of the objective language data and the subjective attributional data provide partial support for the Gender‐Linked Language Effect in same‐sex dyads and for the attenuation of that effect in mixed‐sex dyads. 相似文献
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Marta Bladek 《图书馆管理杂志》2019,59(5):512-531
This article reviews post-1974 scholarly literature on women’s leadership in academic libraries, with the emphasis on the United States. The purpose of this synthesis is to highlight research areas and themes that have significantly expanded the profession’s knowledge about gender and its impact at the top administrative level. The article starts with a brief overview of theories of gender and leadership before tracing scholarship on the gendered career patterns singled out in Schiller’s work (1974). The article then focuses on additional issues related to gender and library administration, including leadership styles, perceptions of differences between male and female leaders, and the lack of diversity among academic library women directors. 相似文献
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Valerie A. Seamons 《Journal of Applied Communication Research》2017,45(1):42-60
Teamwork and communication are essential to effective work groups in health care. This project investigated how an impending technology change spurred the staff in an ophthalmological surgical department to improve their teamwork and communication processes. Data were gathered using focus groups, key informant interviews, and workplace observations involving 56 employees. Qualitative, interpretive analysis indicated that lack of communication impacted team processes and job satisfaction. Participants indicated that sharing knowledge and developing policy knowledge were problematic, especially as those processes concerned job duties. Results were interpreted using structurating activity theory. Analysis identified system-level and structural-level contradictions that hindered activity accomplishment. Several practical implications of findings are offered, including using the experience of work team contradictions as opportunities to transform practices, implementing ongoing inter-professional training for work teams, and providing opportunities for work team members to be reflective about their team experiences. Future research suggestions are offered for extending findings. 相似文献
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Librarianship, like many occupations, requires emotional labor, which is an awareness of job requirements for emotional expression and the strategies used to express those emotions. Research on emotional labor suggests that performing emotional labor results in both positive and negative effects on individual outcomes, such as job satisfaction and job burnout. Since affective events are prevalent in library work and evidence suggests positive outcomes from emotional labor can be fostered, the ways emotional labor is performed in libraries should be studied. This research explores the key components of emotional labor: perceptions of display rules and the emotion regulation strategies of surface and deep acting. Data were collected from a sample of American librarians in 46 states from public, academic, special, and K–12 libraries who completed a survey. Bi-variate and multi-variate correlations, as well as ANOVAs, were used to test relationships among emotional labor constructs, job satisfaction, and job burnout. Results show evidence of significant associations with emotional labor among library employees in both the perception of display rules, as well as in surface and deep acting. Perception of display rules showed mixed results with job burnout and job satisfaction. Surface acting was found to be associated consistently with job burnout and decreased job satisfaction, while deep acting strategies were less strongly associated with negative outcomes. Findings suggest that library managers should clearly communicate display rule expectations to employees and work to build staff support to help meet those expectations. Library employees should be aware of occasions when they use surface acting and work to develop stronger deep acting techniques. The study contributes to an understanding of the influence of emotion management in the library workplace. 相似文献
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Miriam L. Matteson Yue Ming David E. Silva 《Library & information science research》2021,43(2):101093
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. 相似文献
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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. 相似文献
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《The Journal of Academic Librarianship》2023,49(1):102627
This survey study explored employees' of academic libraries, specifically R1 and R2 Doctoral Universities in the United States, attitudes regarding their overall level of satisfaction with the implementation of diversity, equity, and inclusion (DEI) initiatives at their places of work in regard to the promotion of DEI culture at their institutions, the ability to pursue DEI work in their day-to-day work, and the alignment of their personal values with their libraries, universities, and surrounding communities. The findings suggest that while most respondents felt there was acceptable buy-in from library and university employees, library and university leadership must provide meaningful support for DEI, or library employees will become dismayed and experience low morale. Findings also indicate that while the institutional culture within one's library and university may be supportive of DEI work, threats to the promotion and tenure process could be a deterrent. Finally, respondents also reported overall comfortability in incorporating DEI work into their day-to-day lives. While the results are not generalizable to institutions outside of the parameters of the current study, this study sheds some perspective on the LIS community's response to DEI issues. 相似文献
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Stacey J. T. Hust Ming Lei Chunbo Ren Hua Chang Anna L. McNab Emily G. Marett 《Mass Communication and Society》2013,16(6):762-786
An online survey was fielded to freshmen living in residence halls at a northwestern university in the United States. Structural equation modeling was used to investigate the structure of relationships among exposure to mainstream sports media, rape myth acceptance, and intentions to intervene in sexual assault situations while controlling for gender traits. Given that prior research suggests men and women differ in their beliefs about sexual assault, analyses were performed on male (n = 111) and female (n = 241) respondents separately. Among women, exposure to sports media was positively associated with rape myth acceptance, which in turn was negatively associated with intentions to intervene in sexual assault situations. Among men, consuming sports media was negatively associated with intentions to intervene in a sexual assault. The findings suggest that exposure to some sports media may be negatively associated to individuals' intentions to intervene in a sexual assault. 相似文献
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Lawrence B. Rosenfeld Jack M. Richman Steven K. May 《Journal of Applied Communication Research》2004,32(1):28-54
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. 相似文献