56 research outputs found
Teachers job satisfaction and job commitment
No full textΒιβλιογραφία: σ. 73-94Ο σκοπός της παρούσας έρευνας, ήταν α) να εξετάσει το επίπεδο της επαγγελματικής
ικανοποίησης και της εργασιακής δέσμευσης που βιώνουν εκπαιδευτικοί και β) η
μελέτη πιθανών διαφοροποιήσεων και σχέσεων ως προς την αντιλαμβανόμενη
επαγγελματική ικανοποίηση και εργασιακή δέσμευση, αναφορικά με το φύλο, την
οικογενειακή κατάσταση, τη σχέση εργασίας και τη βαθμίδα εκπαίδευσης. Στην
έρευνα συμμετείχαν συνολικά 135 εκπαιδευτικοί νησιωτικής περιοχής, από τους
οποίους οι 49 ήταν άνδρες και οι 86 γυναίκες (Μ.Ο. ηλικίας 41.21 έτη, Τ.Α. ± 8.09
έτη). Για την διερεύνηση της επαγγελματικής ικανοποίησης, χρησιμοποιήθηκε το
ερωτηματολόγιο «Employee Satisfaction Inventory» (Ερωτηματολόγιο Καταγραφής
της Επαγγελματικής Ικανοποίησης) (Koustelios, 1991; Koustelios & Bagiatis, 1997).
Για την διερεύνηση της εργασιακής δέσμευσης των εκπαιδευτικών, χρησιμοποιήθηκε
το ερωτηματολόγιο UWES (Utrecht Work Engagement Scale) (Schaufeli & Bakker,
2003). Από τα αποτελέσματα της έρευνας φάνηκε, ότι οι εκπαιδευτικοί βιώνουν
σχετικά υψηλά επίπεδα εργασιακής δέσμευσης και είναι μέτρια ικανοποιημένοι από
την εργασία τους. Βρέθηκε ακόμα, ότι το φύλο, η οικογενειακή κατάσταση, η σχέση
εργασίας και η βαθμίδα εκπαίδευσης, επηρεάζουν τόσο τα επίπεδα της εργασιακής
δέσμευσης όσο και εκείνα της επαγγελματικής ικανοποίησης.The purpose of the present study was a) to examine the level of job satisfaction and
work commitment experienced by teachers’ and b) the study of possible variations
and relationships in terms of perceived job satisfaction and work commitment,
regarding gender, marital status, employment relationship and the level of education.
The survey involved a total of 135 teachers, of whom 49 were men and 86 women
(mean age 41.21 years, SD ± 8.09 years). In order to measure job satisfaction the
«Employee Satisfaction Inventory, ESI» was used (Koustelios, 1991; Koustelios &
Bagiatis, 1997), while for the evaluation of teachers’ commitment, the UWES was
used (Utrecht Work Engagement Scale) (Schaufeli & Bakker, 2003). Results showed
that teachers are experiencing relatively high levels of work engagement and is
moderately satisfied with their work. It was found also that gender, marital status,
employment relationship and the level of education, affect both the levels of
employment commitment as those of job satisfaction.98 σ
Job Satisfaction, Role Conflict and Autonomy of employees in the Greek Banking Organization
No full textAbstractThe aim of the present study is to measure the levels of job satisfaction, role conflict and autonomy of employees in the Greek Banking Organization. In addition, the investigation of the relation between role conflict and the dimensions of job satisfaction is being attempted and the regulatory impact of autonomy in the aforementioned relationship is being analyzed. For the measurement of job satisfaction in the present study, the Employee Satisfaction Inventory - ESI (Koustelios, 1991; Koustelios & Bagiatis, 1997) was used. The inventory was created using Greek employees as a sample. It included 24 items which measure six dimensions of job satisfaction: 1. Working conditions, 2. Salary, 3. Promotions, 4. Work itself, 5. Immediate superior and 6. The organization as a whole For the measurement of role conflict, the Role Questionnaire (Rizzo, House, & Lirtzman, 1970) was used. The scale consisted of eight items. Finally, for the measurement of employees’ autonomy a scale developed by Beehr (1976) was used. The scale consisted of four items. The results of the study confirmed previous findings, according to which role conflict is negatively correlated with job satisfaction. In addition, autonomy has a moderating role in the relation between role conflict and job satisfaction. Research findings like these should be taken into serious consideration by superiors and managers, so that job satisfaction among Greek bank employees is increased and promoted, leading to higher productivity and general well-being
Organizational Culture and Job Satisfaction of Greek Banking Institutions
No full textAbstractThe purpose of this study is to investigate the relation between organizational culture and job satisfaction. In particular, the research hypothesis is that the type of organization culture in a specific institution is able to predict the levels of job satisfaction among employees. For the measurement of job satisfaction in the present study, the Employee Satisfaction Inventory - ESI (Koustelios, 1991; Koustelios & Bagiatis, 1997) was used. The inventory was created using Greek employees as a sample. It included 24 items, which measure six dimensions of job satisfaction. The assessment of organizational culture was performed with the Organizational Culture Assessment Instrument (OCAI) developed by Cameron and Quinn (2006). It included six questions (Dominant Characteristics, Organizational Leadership, Management of Employees, Organizational Glue, Strategic Emphases, Criteria of Success). Each question had four alternatives (A=Clan, B=Adhocracy, C=Market, D=Hierarchy). According to the results, there is a significant difference between all aspects of current and preferred organizational culture types among employees of Greek banking institutions. The majority of employees would prefer to work in a more friendly environment, where mutual trust and informal relationships among colleagues are dominant, personal ambitions are taken into consideration and teamwork is rewarded. Moreover, the present study showed that organizational culture can partially predict the levels of employees’ job satisfaction. In particular, the adhocracy and the market type are more likely to make employees dissatisfied with their salary, while the opposite happens with the hierarchy type. Nevertheless, further investigation is needed, so that Greek bank employees’ job satisfaction is being well studied and promoted
JOB SATISFACTION AND JOB BURNOUT AMONG GREEK BANK EMPLOYEES
No full textABSTRACT The present investigation aims to study the feelings of job satisfaction and job burnout experienced by bank employees in Greece in correlation. The method which was preferred in the frame of the study was the quantitative research method. The tool which was used for the measurement of job satisfaction was the Employee Satisfaction Inventory, ESI, created by Koustelios, 1991. It included 24 questions, which measure six dimensions of job satisfaction: 1. Working conditions (5 questions), 2. Earnings (4 questions), 3. Promotions (3 questions), 4. Nature of work (4 questions), 5. Immediate superior (4 questions) and 6. The institution as a whole (4 questions) (total Chronbach's α = 0.75). The responses were given in a five-level Likert scale: 1 = I strongly disagree, 5 = I strongly agree. The tool which was used for the measurement of job burnout was the Maslach Burnout Inventory, MBI, created by Maslach and Jackson, 1986. The inventory included 22 questions measuring the three variables of job burnout: 1. Emotional Exhaustion (9 questions), 2. Depersonalization (5 questions), 3. Lack of personal accomplishment (8 questions) (total Chronbach's α = 0.70). The answers were given in a seven-level Likert scale: 0 = Never, 1 = A few times per year or less, 2 = Once per month or less, 3 = A few times per month, 4 = Once a week, 5 = A few times per week, 6 = Every day. High level of burnout occurs when we have high values on the scales of emotional exhaustion and depersonalization and low values in the range of personal accomplishment. Low job burnout occurs when we have low values on the scales of emotional exhaustion and depersonalization and high values in the range of personal accomplishment. The sample of the present study consisted of 230 employees of Greek banks and credit institutions. The results of the study showed that the feelings of job satisfaction and job burnout experienced by Greek bank employees occur in quite high levels. Furthermore, there is quite a strong negative correlation between the two variables. However, further investigation should be carried out in the Greek population, so that the phenomena of job satisfaction and job burnout are well studied and promoted
Organizational factors as predictors of teachers' burnout
No full textThe purpose of this study was to examine the burnout experienced by a sample of Greek teachers and to explore the extent to which certain organizational factors predict teachers' scores on the Maslach Burnout Inventory. The sample consisted of 100 teachers, 28 to 59 years of age. Greek teachers' means were lower than those for burnout of U.S. teachers. Stepwise regression analysis identified satisfaction with the job itself was the only significant predictor for Depersonalization and Emotional Exhaustion subscales, while satisfaction with the job itself and satisfaction with promotion were significant predictors for the Personal Accomplishment subscale. These findings showed that stress, e.g., role conflict and role ambiguity, were not highly correlated with teachers' burnout
Physical education teachers in Greece : are they satisfied ?
No full textEnquête statistique sur le taux de satisfaction des enseignants de sport en Grèce concernant leur métier et leur conditions de travai
A study on the managerial competencies of sport club managers in Greece
No full textEtude dont l'objectif est de développer et valider un outil d'identification des compétences requises pour diriger un club sportif en Grèce. Portant sur un panel de 202 dirigeants, elle porte sur 15 compétences dans les domaines des ressources humaines, marketing communication, connaissance du sport et gestion financièr
Self efficacy of wheelchair basketball players towards their social and psychological adjustment into the environment
No full textΒιβλιογραφία: σ. 41-52Η προσαρμογή των ατόμων και κυρίως των αθλητών και αθλητριών με αναπηρία στο κοινωνικό περιβάλλον, είναι ένα επίκαιρο ζήτημα που απαιτεί μία άμεση λύση. Σημαντική θέση για τη διευθέτηση του εν λόγω ζητήματος, κατέχει ο ρόλος της αυτοαποτελεσματικότητας των αθλητών και αθλητριών με κινητική αναπηρία καθώς συμβάλλει στην επιτυχή κοινωνικοποίηση των ατόμων αυτών, τόσο στην αθλητική κοινότητα όσο και στο κοινωνικό περιβάλλον ως ισότιμα μέλη της. Ο σκοπός της παρούσας έρευνας ήταν να εξετάσει και να αξιολογήσει την εκτίμηση της αυτοαποτελεσματικότητας των αθλητών/-τριών καλαθοσφαίρισης με αμαξίδιο, ως προς την κοινωνική και ψυχολογική τους προσαρμογή στο περιβάλλον. Στην έρευνα συμμετείχαν σαράντα αθλητές και αθλήτριες καλαθοσφαίρισης με αμαξίδιο ηλικίας από 18 μέχρι 45 ετών με κινητική αναπηρία. Για την αξιολόγηση της εκτίμησης της αυτοαποτελεσματικότητας των αθλητών/-τριών με κινητική αναπηρία, χρησιμοποιήθηκε η ελληνική εκδοχή του ερωτηματολογίου «Κλίμακα Γενικευμένης Αυτοαποτελεσματικότητας» των (Schwarzer & Jerusalem, 1995). Τα άτομα αυτά κλήθηκαν να απαντήσουν σε δέκα ερωτήσεις κλειστού τύπου ενώ η παρουσίαση των δεδομένων πραγματοποιήθηκε με περιγραφική στατιστική. Παράλληλα, χρησιμοποιήθηκαν δείκτες κεντρικής τάσης και έλεγχοι t (ανεξάρτητα δείγματα), ενώ, παρατηρήθηκαν στατιστικά σημαντικές διαφορές μεταξύ των μετρήσεων (p<0.05). Συνοψίζοντας, το συμπέρασμα που προέκυψε από την παρούσα έρευνα είναι ότι οι αθλητές και αθλήτριες με κινητικά προβλήματα τείνουν να έχουν υψηλά επίπεδα αυτοαποτελεσματικότητας.The adaptation of people and, in particular, of athletes with disability to the social environment, is a topical issue requiring an immediate solution. The role of the self-efficacy of athletes with physical disability plays an important role in the settlement of this issue as it contributes towards the successful socialization of these individuals, both in the sporting community and in the social environment as equal members. The purpose of the present study was to examine and evaluate the self-efficacy of wheelchair basketball players in terms of their social and psychological adaptation to the environment. Forty basketball players from 18 to 45 years old with physical disability participated in the survey. The Greek version of the "Generalized Self-Efficiency Scale" questionnaire (Schwarzer & Jerusalem, 1995) was used to evaluate the self-efficacy assessment of athletes with physical disability. These individuals were asked to answer ten closed-ended questions while the data was presented with descriptive statistics. At the same time, central stress indicators and controls t (independent samples) were used, while statistically significant differences between the measurements (p <0.05) were observed. In summary, the conclusion that has emerged from this research is that athletes with motor problems tend to have high levels of self-efficacy.54 σ
LEADERSHIP AND JOB SATISFACTION – A REVIEW
No full textThe purpose of the present study is to provide a critical review of the relation between leadership and the levels of job satisfaction experienced by employees. An organization’s or institution’s leadership refers to its leader’s style of providing direction, implementing plans and motivating employees. Job satisfaction refers to the employees’ perceptions of their working environment, relations among colleagues, earnings and promotion opportunities. The review shows that contemporary job-related phenomena like job satisfaction are related to employees’ relations with colleagues and superiors, performance and perceptions of their organization’s specific culture. In addition, the employees’ preference of leadership style is likely to be affected by several factors, including demographic characteristics. It can be supported, therefore, that measuring and analyzing an institution’s leadership style in combination with its employees’ demographic and individual characteristics may lead to valuable conclusions, so that job satisfaction is promoted
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