2.
Literature Review
2.1 Preamble
This section will discuss the findings of the previous literature
2.2 Job Satisfaction
Nurse practitioner job satisfaction was evaluated qualitatively to enhance understanding of relevant processes and
concepts. A constructivist grounded theory study was undertaken. The study population included NPs working in
rural and urban primary health care in Northern Ontario, Canada. An original theory to explain NP job satisfaction
and intent to leave was developed. This report focuses on the concept of NP job satisfaction within the broader
theory and explores all relevant findings (JenniferFournier, 2019). Does the use of Internet for professional purposes
foster employees' job satisfaction? We focus on six main work characteristics – income, education, occupation type,
autonomy, time pressure and social interactions – and we develop new hypotheses on how Internet use moderates
the effects of these factors. We use data from the European Working Conditions Survey, and estimate a bivariate
ordered probit model, and a hierarchical ordered probit model. The results point out that Internet
technologies enhance job satisfaction by improving access to data and information, creating new activities, and
facilitating communication and social interactions. However, these positive effects are skewed. Workers in some
occupations, and with higher income and education levels, benefit relatively more from the Internet vis-a-
vis workers in occupations that are more weakly related to ICTsactivities (ClaraViñas-Bardoletb, January 2019,).
Using data from the Sixth European Working Conditions Survey collected in 2015, estimates of the contribution of
workplace environmental factors to the job satisfaction of about 44,000 Europeans from 35 countries are presented.
Workplace environmental conditions are shown to play an important role in explaining job satisfaction, comparable
to contract conditions such as pay increases and contract duration. Interestingly, the results are not driven by the
perception of health or safety risks associated with worse environmental conditions (SusanaFerreirab, 10 May 2019,
). Research shows that people select themselves and are selected into occupations, partly because of their
personality, and this has implications for their person-environment fit. Although it has been shown that
personality congruence between the individual and the environment is important to job satisfaction, the effect of
personality congruence in occupations on job satisfaction is not well understood. In a sample of 22,787 individuals,
nested within 25 occupational groups from the British Household Panel Survey and the UK Household Longitudinal
Study, we examined (1) whether average levels of personality vary across occupational groups, and (2) whether
there is a cross-level interaction between the occupational mean personality and the individual's personality, with job
satisfaction. We found there were modest differences across occupational groups in all FFM traits. Neuroticism and
openness interacted with the corresponding mean personality, showing that for these traits the fit between an
individual's personality and the average personality of the occupation makes a difference for job satisfaction
(ChristianHakulinenb, 15 July 2019,). Correctional staff are expensive, and they perform the most critical and
central duty within the facility: the care and custody of inmates. Improving the job satisfaction and organizational
commitment of staff is important, as they have been linked to many salient positive outcomes. We explored whether
the job satisfaction and organizational commitment of correctional staff were affected by distributive and procedural
justice, the two major dimensions of organizational justice, as well as fear of victimization, role overload, and
perceptions of training. Ordinary Least Squares (OLS) regression results of 322 survey responses indicated that
perceptions of quality training, distributive justice, and procedural justice had significant positive effects on job
satisfaction, while role overload had negative effects. For organizational commitment, perceptions of training and
procedural justice had significant positive effects. OLS analysis of demographic variables indicated that custody
staff and staff with college degrees had lower job satisfaction and lower organizational commitment, while female
staff had higher job satisfaction (H.Haynese, 26 February 2019). Conflict has negative effects on employees' job
satisfaction and performance. Transformational leadership, on the other hand, has been shown to have strong
positive relations with both job satisfaction and performance, but is negatively related to conflicts at the workplace.
However, up to now how these different factors influence one another remains unclear. With this study, we take a
closer look at the role of conflict and focus on task and relationship conflicts as possible mediators between
transformational leadership and job satisfaction on the one hand and performance on the other. Data from
professional orchestra musicians in German-speaking countries were used, as transformational leadership is often
likened to the method of leadership found in orchestras. Structural equation modeling indicated that task conflict
mediated the effect of transformational leadership on performance and relationship conflict mediated the effect of
transformational leadership on job satisfaction. Implications and limitations are discussed
(JanaKammerhoffOliverLauensteinAstridSchütz, April 2019). Nursing shortages, particularly in critical care units,
are a major concern worldwide. Job satisfaction is a key factor associated with the high turnover of critical
care nurses (E.Squiresab, Volume 88, December 2018,). Food safety incidents continue to be reported frequently in
China. Chinese food safety regulators are challenged with extensive regulatory tasks and increasing pressure from
all parties. These regulators need to be recognized as the key factor affecting the regulation of food safety by the
Chinese administration. Therefore, this research explores the internal mechanisms of food safety regulator job
satisfaction and job engagement, applying a structural equation model. Survey data were collected from 1022 food
safety regulators of Guangdong, China for analysis. The results indicate that the degree of job satisfaction and job
engagement of food safety regulators in Guangdong was at an intermediate level. Compared with their satisfaction
with organizational environment and organizational management, their satisfaction with their work characteristics is
the important factor influencing job engagement. To strengthen food safety human resource management, a
promotion mechanism and salary system for regulators should be improved in the future. In addition, regulatory
enforcement conditions and environments should be optimized in order to enhance regulators' job satisfaction and
engagement, thereby, ultimately improving the supervisory level of Chinese food safety control
(XiaoweiWenLitingGuSimeiWen, 20 January 2019).
2.4 Turnover
We study director turnover as a corporate governance mechanism in family firms; specifically, the effect that family
involvement in management, ownership, and control has on director turnover (direct effect) and on director
turnover-performance sensitivity (moderating effect). Using a sample of Colombian companies, we find a negative
relationship between turnover and firm performance. Additionally, we find that family involvement in management,
ownership, and on boards leads to (1) more stable directorships and reduced director turnover and (2) cancellation of
the expected director turnover-performance sensitivity. This last result implies that director turnover in firms with
family influence is not driven by financial results, which suggests greater (more severe) agency conflicts between
controlling families and minority shareholders. Finally, we find that family involvement as indirect ownership
through pyramidal control increases director turnover, which suggests the existence of internal markets for directors
within business groups (MaximilianoGonzálezaAlexanderGuzmánb1EduardoPablocMaría-AndreaTrujillob, Volume
48, April 2019, Pages 169-186). The present study aims to unravel the relationships between job demands and
resources, occupational turnover intention, and occupational turnover. To do so, we tested a model wherein
associations between nurses' age, tenure in profession and tenure with present employer (experience in the
profession), job demands (emotional demands, work-home interference), and job resources (influence at work and
opportunities for development) predicted occupational turnover intention, and, subsequently, occupational turnover.
A longitudinal survey was conducted among a sample of 753 nurses working in European health care institutions
(hospitals, nursing homes, and community/home care). The results supported the hypotheses that job demands are
positively related with occupational turnover intention while job resources and experience in the nursing profession
are negatively related with occupational turnover intention. We did not find evidence supporting the hypothesis that
occupational turnover intention mediates the relationship between job demands and job resources on the one hand,
and occupational turnover on the other hand. Experience in the nursing profession had a direct effect on
occupational turnover, in addition to the direct effect of occupational turnover intention. The implications of our
findings for understanding the process through which health care organizations can affect occupational turnover
intention and actual exit behavior, are discussed (Jou).
