Research suggests that attitudes guide individuals’ thinking and actions. In this study, we explore the monetary intelligence construct and investigate the relationships between a formative model of money attitudes involving affective, behavioral, and cognitive components and several sets of outcome variables—unethical intentions, intrinsic and extrinsic job satisfaction, and coping strategies. Based on 515 managers in the Republic of Macedonia, we test our model for the whole sample and also cross sector and gender. Managers’ negative stewardship behavior and (...) positive cognitive meaning of money define MI which, in turn, is related to unethical intentions. Positive cognition in the public sector and poor stewardship behavior in the private sector contribute to unethical intentions, respectively. Good stewards have higher intrinsic and lower extrinsic job satisfaction, those in the private sector, in particular. Affective motive and stewardship behavior are related to their stronger “approach” coping strategies and weaker “avoidance” coping strategies. Affective motive and stewardship behavior contribute to coping responses for managers in the public and private sectors, respectively. Further, the relationship between stewardship behavior and coping mechanisms exists for females, but not for males. We demonstrate that MI, a type of social intelligence, allows individuals to monitor their own emotions, behaviors, and cognitions and guides their thinking and actions. (shrink)

Traditionally, research focused on determining the causes of employee pay satisfaction has investigated the influence of job-related inputs, both extrinsic and intrinsic to the job itself. Together with these inputs, pay-related fairness issues have played an important role in explaining the phenomenon. However, few studies consider the factors linked to fairness issues, such as ethical leadership. Because ethical leadership necessarily entails the concept of fairness, it seemingly should have a positive effect. Furthermore, because the presence of supervisor (...) ethical leadership (SEL) offers strong chances for employees to achieve moral accomplishments and excel in the practice of their jobs, SEL should enhance the effects of intrinsic job inputs. Whereas high job motivating potential (JMP) makes it easier for employees be self-actualized, moral fulfillment is necessary for them to obtain authentic self-actualization at work and minimize the impact of pay deficiencies. Along with SEL, JMP should be shaped to increase positive experiences of job meaningfulness, responsibility for job outcomes, and knowledge of results at work, which can lead to enjoyment in doing the job in itself, not just for compensation-related motives. Hierarchical regression analysis with a sample of 151 employees in a diverse set of Spanish organizations supports the direct effects of JMP and SEL and shows that higher levels of SEL increase the positive effects of JMP on pay satisfaction. The practical implications of these findings and further research directions conclude this article. (shrink)

The study investigated psychometric properties of the Sport Motivation Scale-6, assessing intrinsic regulation, four extrinsic regulation constructs, and amotivation among athletes competing at a regional and national level. In particular, we tested the factorial structure of SMS-6, its short-term stability, and the associations of SMS-6 constructs with self-efficacy, self-esteem, motivational climate, and satisfaction with sport performance. Participants were 197 athletes, representing team and individual disciplines. The measurement was repeated at the three-week follow-up. Results yielded support for the (...) six first-order factor structure. More autonomous forms of motivation were related to higher levels of self-efficacy, performance satisfaction, and taskoriented motivational climate in sport organizations. Sequential multiple mediation analysis showed that the association between general self-efficacy and performance satisfaction at a follow-up was mediated by introjected regulation and personal-barrier self-efficacy. (shrink)

This study tests the hypothesis that university professors (lecturers) (in the U.S. and Spain) with different money profiles (based on Factors Success, Budget, Motivator, Equity, and Evil of the Love of Money Scale) will differ in work-related attitudes and satisfaction. Results suggested that Achieving Money Worshipers (with high scores on Factors Success, Motivator, Equity, and Budget) had high income, Work Ethic, and high satisfaction with pay level, pay administration, and internal equity comparison but low satisfaction with external (...) equity comparison. Careless Money Admirers (high Success but low Budget) had low intrinsic job satisfaction and low satisfaction with pay level and life. Apathetic Money Managers (low Evil and low Motivator) had the highest intrinsic job satisfaction and life satisfaction. Money Repellent Individuals (high Evil and low Success) had low income, work experience, Work Ethic, and low satisfaction with pay administration. Money does not provide the same motivation for people in all four money profiles. Results are discussed in light of the effectiveness of using money to reward people with different money profiles, intrinsic motivation, and unethical behavior. (shrink)

Interest in corporate social responsibility (CSR) is gaining momentum in academic and managerial circles. However, prior work in the area has paid little attention to how CSR initiatives should be implemented inside the organization. Against this backdrop, this study examines the impact of CSR initiatives on an important stakeholder group—employees. We build and test a comprehensive multilevel framework that focuses on whether employees derive job satisfaction from CSR programs. The proposed model predicts that a manager’s charismatic leadership influences employees’ (...) interpretations about the motives underlying their companies’ engagement in CSR initiatives (intrinsic and extrinsic CSR-induced attributions) which, in turn, influence employee job satisfaction. Hierarchical linear modeling of data from 47 organizational units comprising 438 employees from three world-leading manufacturing organizations shows that when employees think that their manager possesses charismatic leadership qualities, they tend to attribute the organization’s motives for engaging in CSR activities to intrinsic values, which, in turn, are positively associated with job satisfaction. Also, the extent to which managers are perceived as charismatic leaders relates positively to job satisfaction. Interestingly, CSR-induced extrinsic attributions are neither explained by charismatic leadership nor do they predict job satisfaction. Implications for both theory and practice are discussed. (shrink)

We have some of our properties purely in virtue of the way we are. (Our mass is an example.) We have other properties in virtue of the way we interact with the world. (Our weight is an example.) The former are the intrinsic properties, the latter are the extrinsic properties. This seems to be an intuitive enough distinction to grasp, and hence the intuitive distinction has made its way into many discussions in philosophy, including discussions in ethics, philosophy (...) of mind, metaphysics, epistemology and philosophy of physics. Unfortunately, when we look more closely at the intuitive distinction, we find reason to suspect that it conflates a few related distinctions, and that each of these distinctions is somewhat resistant to analysis. (shrink)

The competition in higher education has increased, while lecturers are involved in multiple assignments that include teaching, research and publication, consultancy, and community services. The demanding nature of academia leads to excessive work load and stress among academicians in higher education. Notably, offering the right motivational mix could lead to job satisfaction and performance. The current study aims to demonstrate the effects of extrinsic and intrinsic motivational factors influencing job satisfaction and job performance among academicians working (...) in Malaysian private higher educational institutions. Cross-sectional data were collected from the Malaysian PHEIs and the randomly selected 343 samples. The data analysis was performed with the dual analysis of partial least square structural equation modeling and artificial neural network analysis. As a result, it was found that financial rewards, promotion, performance appraisal, classroom environment, and code of conduct significantly predicted job satisfaction. The code of conduct, autonomy, and self-efficacy strongly influenced job performance. The relationship between job satisfaction and job performance was highly moderated by self-efficacy. It was suggested from the ANN analysis that the three prominent factors influencing job satisfaction are financial rewards, performance appraisal, and code of conduct. The analysis supported three significant factors influencing job performance: self-efficacy, performance appraisal, and code of conduct. The management of PHEIs should build the correct policies to transform job satisfaction into job performance. Self-efficacy plays an essential role in activating job performance. Other significant motivating factors that promote job satisfaction and performance, such as emotional intelligence, mindfulness, and other personal traits, should be included in future studies. In addition, future research could use a mixed-method or multi-respondent approach to investigate the important variables and their impact on lecturers’ job satisfaction and performance. (shrink)

Crowdfunding is an effective method for raising funds, with donation-based crowdfunding standing apart from other models due to the absence of rewards or financial returns for donors. This research focuses on understanding the motivating factors behind Saudi society's partici-pation in donation-based crowdfunding, specifically on the Ehsan platform. Through analyzing 30 successful campaigns, conducting surveys, and interviewing a social media influencer, we explore intrinsic and extrinsic motivations, campaign features that attract support, and the impact of influencers. Our findings highlight (...) the significant positive influence exerted by in-fluencers, emphasizing the critical role of clear campaign descriptions and compelling story-telling. Additionally, we identify the preferred campaign types, such as debt, orphan spon-sorship, disaster relief, and the optimal timing for donor contributions. The study reveals that Saudi participants engage in donation-based crowdfunding campaigns on the Ehsan platform primarily driven by sympathy, personal satisfaction, and a sense of community. The trustwor-thiness of campaigns and the platform's user-friendly interface emerge as crucial factors in fostering donor engagement. Notably, our research underscores the higher success rate of se-curing sponsorships for younger orphans and the increased donor engagement during religious events. Moreover, this research recognizes the importance of sustainability in donation-based crowdfunding campaigns on the Ehsan platform. Future investigations will encompass an ex-tensive analysis of crowdfunding platforms in Saudi Arabia, contributing to further ad-vancements in this field. (shrink)

This article reports the results of a qualitative study that used a deep interview method. The aim was to gather lived experiences of clinical nurses employed at government-funded medical centres regarding the non-materialistic and spiritual aspects of the profession that have had an important impact on their job satisfaction. On analysing the participants' concepts of spiritual satisfaction, the following themes were extracted: spiritually pleasant feelings, patients as celestial gifts, spiritual commitment, spiritual penchant, spiritual rewards, and spiritual dilemmas. Content (...) analysis of the data indicated that nurses who viewed these dimensions of job satisfaction as a significant factor considered nursing as an opportunity to worship God while providing care for patients, and regarded their aim as achieving patients' contentment by providing nursing care compatible with scientific care methods. (shrink)

In this chapter, I evaluate various conceptions of distance. Of the two most prominent, one takes distance relations to be intrinsic, the other extrinsic. I recommend pluralism: different conceptions can peacefully coexist as long as each holds sway over a distinct region of logical space. But when one asks which conception holds sway at the actual world, one conception stands out. It is the conception of distance embodied in differential geometry, what I call the Gaussian conception. On this (...) conception, all fundamental facts about distance are “local” facts.” But there is a problem: the Gaussian conception, notwithstanding its mathematical and physical credentials, appears metaphysically suspicious on Humean grounds. In the final section, I suggest that the Gaussian conception can be given a sound metaphysical footing in terms of non-standard analysis. (shrink)

In this paper, I argue that all value is rooted in the interests of valuing beings. If something satisfies an interest of a valuing entity by contributing to its well-being in some way, then it has value. Anything that fails to satisfy any interests is entirely lacking in value. I defend this conception of value by showing that the usual arguments directed against this kind of view are lacking of force, and by considering various other theories of value and showing (...) that they suffer from serious problems. Finally, I clarify some important distinctions between intrinsic, extrinsic, inherent, and instrumental value. (shrink)

Aging at work is a dynamic process. As individuals age, their motives, abilities and values change as suggested by life-span development theories (Kanfer & Ackerman, 2004; Lang & Carstensen, 2002). Their growth and extrinsic motives weaken while intrinsic motives increase (Kooij, De Lange, Jansen, Kanfer, & Dikkers, 2011), which may result in workers investing their resources in different areas accordingly. However, there is significant individual variability in aging trajectories (Hedge, Borman, & Lammlein, 2005). In addition, the changing nature (...) of work, the evolving job demands, as well as the available opportunities at work may no longer be suitable for older workers, increasing the likelihood of person-job misfit. The potential misfit may, in turn, impact how older workers perceive themselves on the job, which leads to conflicting work identities. With the traditional job redesign approach being a top-down process, it is often difficult for organizations to take individual needs and skills into consideration and tailor jobs for every employee (Berg, Dutton, & Wrzesniewski, 2010). Therefore, job crafting, being an individualized process initiated by employees themselves, can be a particularly valuable mechanism for older workers to realign and enhance their demands-abilities and needs-supplies fit. Through job crafting, employees can exert personal agency and make changes to the task, social and cognitive aspects of their jobs with the goal of improving their work experience (Wrzesniewski & Dutton, 2001). Building on the Life Span Theory of Control (Heckhausen & Schulz, 1995), we posit that job crafting, particularly cognitive crafting, will be of increasing value as employees age. Through reframing how they think of their job and choosing to emphasize job features that are personally meaningful, older workers can optimize their resources to proactively redesign their jobs and maintain congruent, positive work identities. (shrink)

There is a consensus among scientists that climate change is an existing, growing, and human-made threat to our planet. The topic is a divisive issue worldwide, including among people of faith. Little research has focused on the relationship between (non)religious belief and climate change. Hence, in Studies 1 and 2, the authors explore the impact of religious/non-religious orientations: intrinsic (religion as an end in itself), extrinsic (religion as a means to an end), quest (a journey toward religious understanding), (...) and non-religious orientation (i.e., atheistic) on consumer attitudes toward the environment, focusing on recycling advertisements with (non)religious cues. Further, in Study 3, we examine the underlying causal mechanism of environmental identity and the moderating effect of political views on consumers’ lack of belief in climate change. The results show that religious people are less committed to the environment and climate change and that atheism positively affects recycling and climate change identity. The findings offer practical implications in that advertising campaigns need to be endorsed by religious leaders and channeled within the confines of the religious institutions they represent. (shrink)

Based on organizational justice theories and cognitive dissonance theories, the authors hypothesized that: (a) perceived top management support for ethical behaviors will be positively correlated with all facets of job satisfaction (supervision, pay, promotion, work, co-workers, and overall); and (b) the correlation will be highest with the facet of supervision. Empirical results (n = 77 middle level managers from two organizations in South India) supported only the second hypothesis. Implications for managing a global workforce are discussed.

In "How to Define Intrinsic Properties" I offered a relational account of the intrinsic/extrinsic distinction. The basic idea is that F is an intrinsic property of an item x just in case x’s having F consists entirely in x’s having certain internal properties, where an internal property is one whose instantiation does not consist in one’s relation to any distinct items (items other than oneself and one’s proper parts). I still think that this relational analysis is (...) largely correct, and here I provide additional support for it and defend it against some objections that have been raised. In the process I aim to make the account somewhat more precise, especially by contrasting it with a grounding approach to defining the intrinsic/extrinsic distinction. (shrink)

Several intrinsic/extrinsic distinctions amongst properties, current in the literature, are discussed and contrasted. The proponents of such distinctions tend to present them as competing, but it is suggested here that at least three of the relevant distinctions (including here that between non-relational and relational properties) arise out of separate perfectly legitimate intuitive considerations: though of course different proposed explications of the informal distinctions involved in any one case may well conflict. Special attention is paid to the question of (...) whether a single notion of property is capable of supporting the various distinctions. (shrink)

Retraction note: Alvarez Velázquez, E., Vargas Hernández, A. N. & Martínez Sánchez, C. E. (2023). Job satisfaction measurement scale. HUMAN REVIEW. International Humanities Revista Internacional De Humanidades, 17(3), 1–11. https://doi.org/10.37467/revhuman.v12.4730 The Editorial Office of Eurasia Academic Publishing Group has retracted this article. An investigation carried out by our Research Integrity Department has found a group of articles, among which this one is found, that are not within the thematic scope of the journal. We believe that the editorial process was (...) manipulated and, furthermore, acceptance decisions were made under possibly inappropriate peer review. (shrink)

A property is intrinsic iff individuals have it in virtue of how they themselves are, not in virtue of their relations to other individuals; a property is extrinsic iff it is not intrinsic. Being a cube and being an electron are intrinsic properties; being next to a cube, and being repelled by an electron are extrinsic properties. The debate about the distinction between intrinsic and extrinsic properties revolves around the following two questions: (1) (...) Can the distinction be analysed in terms of other, better understood notions, and if so, what should such an analysis should look like? (2) What are the general characteristics of the intrinsic/extrinsic distinction? I first describe several attempts to define the intrinsic/extrinsic distinction: the loneliness test proposed by Langton and Lewis, combinatorial accounts, and approaches based on the notion of grounding. I point out that any successful analysis of the intrinsic/extrinsic distinction invokes notions based on substantial metaphysical assumptions, such as the notions of grounding or natural property. I then discuss the general features of the intrinsic/extrinsic distinction and argue that the distinction is hyperintensional and vague. (shrink)

This article illustrates instrumental variable (IV) estimation by examining an unexpected finding of the research on career adaptability and job satisfaction. Theoretical and empirical arguments suggest that in the general population, people’s abilities to adapt their careers are beneficial to their job satisfaction. However, a recent meta-analysis unexpectedly found no effect when personality traits are controlled for. We argue that a reverse effect of job satisfaction on career adaptability, originating from affective tendencies tied to personality, might explain (...) this null effect. Our argument implies that the estimates obtained with traditional ordinary least squares (OLS) regressions are biased by endogeneity, a correlation between an explanatory variable and the error term in a regression model. When experimental manipulations are impossible, IV estimations, such as two-stage least squares (2SLS) regressions, are one possible solution to the endogeneity problem. Analyzing three waves of data from a sample of 836 adults, the concurrent and time-lagged effect of job satisfaction on career adaptability was revealed to be more consistent than the reverse. Our results provide an explanation, rooted in affective dispositions, as to why recent meta-analytical estimates unexpectedly found that career adaptability does not predict job satisfaction at the interindividual level. We also discuss IV estimation in terms of its limits, weight the interpretation of its estimates against the temporality criterion for causal inference, and consider its possible extension to analyses of change. (shrink)

Background: Although numerous studies on job satisfaction among nurses have been conducted, there is a lack of research considering the ethical perspectives of leadership and organizational climate in job satisfaction. Objective: The purpose of this study was to clarify the impact of the ethical climate and ethical leadership as perceived by nurses on job satisfaction in South Korea. Research design: A descriptive and correlational study was conducted with a convenience sample of 263 nurses from four general hospitals (...) in South Korea. Ethical considerations: This study was approved by the Institute Review Board of Hallym University before data collection. Results: Job satisfaction was positively correlated with ethical climate and ethical leadership. The ethical climate in relationship with hospitals and people orientation leadership were influential factors in the level of job satisfaction among nurses. Discussion: Organizations in the nursing environment should pay attention to improving the ethical climate with acceptable ethical norms in the workplace and nurse leaders should respect, support and genuinely care about their nurses in ethical concerns. (shrink)

The main aim of this paper is to present the results of a job satisfaction survey conducted on a group of Polish sworn translators. The first part of this paper discusses the state of the art of sociology of translation as well as providing a definition of job satisfaction. Then, the author of the paper moves on to the presentation of the research procedure: the methodology, the limitations of the study, the results and a discussion about the findings. (...) This study presents evidence suggesting that Polish sworn translators experience a high level of job satisfaction. Nevertheless, due to research limitations, further studies on this topic are recommended before the issue of job satisfaction among sworn translators is more clearly understood. (shrink)

The purpose of the study is to establish a causal relationship between job satisfaction in the field of education in the Russian Federation, depending on the satisfaction with: working conditions; opportunities for professional growth; remuneration. The article deals with the problem of modeling socio-economic satisfaction with work in the field of education. Based on the correlation analysis, linear and nonlinear models of the interrelationships of factors related to this problem are formed. Econometric models have been developed to (...) effectively assess the level of job satisfaction of employees employed in the field of education. The scientific novelty lies in the study of new models that are statistically superior to domestic developments in this field of activity. As a result, the most significant factors affecting the level of job satisfaction were identified. (shrink)

It is not uncommon for business institutions to position themselves as stakeholder-caring companies or organizations. However, there is little research on conceptualizing stakeholder-caring as a component of brand image. Through a theoretical lens of brand-consumer interactions, this paper introduces a new construct—stakeholder-caring image—and proposes a model that examines stakeholder-caring’s antecedents (integrity and courtesy) and its consequence (customer satisfaction). The two antecedents—integrity and courtesy—capture intrinsic and extrinsic aspects of brand-consumer interaction practice, respectively, while the consequence (customer satisfaction) (...) is one important behavioral outcome in marketing. The proposed model was tested with Hong Kong customers (n = 296) via a systematic survey. The data were analyzed using LISREL. Several measurement and structural models were constructed to test the proposed hypotheses. The findings reveal that the effect of integrity on customer satisfaction is mediated by a stakeholder-caring image. However, contrary to the conventional wisdom, we surprisingly find that courtesy is not effective to build a stakeholder-caring image. Managerially, this research offers guidance on how to develop stakeholder-caring image and subsequently increase customer satisfaction. In addition, we discuss the nuanced distinction between a stakeholder-caring image and related brand constructs, such as “sincerity” in Aaker’s (1997) brand personality framework. (shrink)

Ever feel concerned that you may not achieve your career goals, or feel worried about where your life is going? Such examples may reflect the experience of status anxiety, that is, concerns that one may be stuck or not able to move up in life, or worries that one may be too low in standing compared to society’s standards. Status anxiety is believed to be exacerbated by economic inequality and negatively affect well-being. While job satisfaction is an important determinant (...) of well-being, no research has examined whether status anxiety can also help explain people’s satisfaction with their jobs. We tested whether status anxiety differs from other organizational constructs and uniquely relates to job satisfaction among full-time working adults. In a pilot study we found that status anxiety is separate from the concept of job insecurity (e.g.,, perceived threat of job loss). Results of our main study also indicated that higher status anxiety significantly predicted lower job satisfaction beyond several other indicators of organizational attitudes (job insecurity, occupational self-efficacy, distributive, procedural, and interactional justice), as well as the tendency to seek status and several background factors (e.g., income, education, perceived socioeconomic status). We discuss the unique role of status anxiety in job satisfaction and the implications of this research to our understanding of status concerns as well as organizational attitudes and policies. (shrink)

I separate two intrinsic/extrinsic distinctions that are often conflated: one between properties (the intrinsic/extrinsic, or I/E, distinction) and one between the ways in which properties are had by individuals (the intrinsically/extrinsically, or I-ly/E-ly, distinction). I propose an analysis of the I-ly/E-ly distinction and its relation to the I/E distinction that explains, inter alia, the puzzle of cross-classification: how it can be, for example, that the property of being square can be classified as an intrinsic property (...) and yet individuals can be square intrinsically or else extrinsically. (shrink)

Job satisfaction is a core variable in the study and practice of organizational psychology because of its implications for desirable work outcomes. Knowledge of its antecedents is abundant and informative, but there are still psychological processes underlying job satisfaction that have not received complete attention. This is the case of employee emotion regulation. In this study, we argue that employees’ behaviors directed to manage their affective states participate in their level of job satisfaction and hypothesize that employee (...) affect-improving and -worsening emotion regulation behaviors increase and decrease, respectively, job satisfaction, through the experience of positive and negative affect. Using a diary study with a sample of professionals from diverse jobs and organizations, for the most part, the mediational hypotheses were supported by the results albeit a more complex relationship was found in the case of affect worsening emotion regulation. This study contributes to expanding the job satisfaction and emotion regulation literatures and informs practitioners in people management in organizations about another route to foster and sustain positive attitudes at work. (shrink)

David Friedell has recently discussed the relationship between intrinsic and extrinsic properties of art, specifically in music. Friedell claims that normative social rules dictate who can change the intrinsic or extrinsic properties of a piece of music. I claim that in text-based theater—as a particular art form—the dividing line between intrinsic and extrinsic properties of a play is sometimes tenuous. This tenuousness is due to a play's bifurcated existence as a dramatic text and as (...) many theatrical performances. (shrink)

A property is intrinsic iff individuals have it in virtue of how they themselves are, not in virtue of their relations to other individuals; a property is extrinsic iff it is not intrinsic. Being a cube and being an electron are intrinsic properties; being next to a cube, and being repelled by an electron are extrinsic properties. The debate about the distinction between intrinsic and extrinsic properties revolves around the following two questions: (1) (...) Can the distinction be analysed in terms of other, better understood notions, and if so, what should such an analysis should look like? (2) What are the general characteristics of the intrinsic/extrinsic distinction? I first describe several attempts to define the intrinsic/extrinsic distinction: the loneliness test proposed by Langton and Lewis, combinatorial accounts, and approaches based on the notion of grounding. I point out that any successful analysis of the intrinsic/extrinsic distinction invokes notions based on substantial metaphysical assumptions, such as the notions of grounding or natural property. I then discuss the general features of the intrinsic/extrinsic distinction and argue that the distinction is hyperintensional and vague. (shrink)

I offer in this article an account of the distinction between intrinsic and extrinsic properties based on the ontology of modes. Modes are particular properties that directly depend for their identity on their "bearers". In Section 1, I shall introduce the ontology of modes. In Section 2, I shall examine the problem of distinguishing between intrinsic and extrinsic properties by considering another, related problem: that of distinguishing between internal and external relations. In Section 3, I shall (...) present my own account and I shall also single out different degrees of intrinsicality and extrinsicality. In Section 4, I shall deal with missing-relatum modes, namely, with modes that lack specific relata, such as Othello's loving someone. I shall introduce three different theories to deal with them. Finally, in Section 5, I shall solve some problems affecting the intrinsic/extrinsic distinction from the standpoint of my account. (shrink)

Certified nursing assistants (CNAs) provide up to 80% of the direct care to older adults in long‐term care facilities.CNAs are perceived as being at the bottom of the hierarchy among healthcare professionals often negatively affecting their job satisfaction. However, manyCNAs persevere in providing quality care and even reporting high levels of job satisfaction. The aim of the present investigation was to identify primary themes that may helpCNAs make meaning of their chosen career; thus potentially partially explaining increases in (...) job satisfaction among this group. Focus groups were conducted withCNAs at three long‐term care facilities. Four themes emerged from the data:CNAwork is good or special;CNAas relationship builder;CNAas expert;CNAas team member. These themes reflect the perceptions that theseCNAs held in regard to themselves and their relationships to others in the work environment and, when present, can contribute to intrinsic job satisfaction. Our meaning‐making themes support the premise thatCNAs do not passively accept the evaluations of others but instead actively frame identities that validate their importance to residents and the institution. (shrink)

Given the current shortage of kindergarten teachers, this study examines the relationship between empowering leadership and job satisfaction among kindergarten teachers in China from the perspective of their job characteristics and the Chinese cultural context. The participants were 557 Chinese kindergarten female teachers whose average number of years of experience was 2.82. They completed a self-report survey regarding empowering leadership, vigor, affective commitment, and job satisfaction. The study results show that vigor and affective commitment could mediate the relationship (...) between empowering leadership and job satisfaction. Finally, we discuss the findings of this study in depth. At the same time, we suggest that administrators should focus on the empowering leadership of Chinese kindergarten teachers, strive to increase their level of dynamism, and finally, strengthen the emotional connection between the organization and the Chinese kindergarten teachers. Thus, we suggest that educational administrators should empower kindergarten teachers more, rather than allowing them to be mere enforcers. In addition, how to enhance the individual dynamics of early childhood teachers and their emotional connection to the organization may also be something for educational administrators to consider. (shrink)

Short food supply chains have become the focus of considerable research in the last two decades. However, studies so far remain highly localized, and claims about the economic and social advantages of such channels for farmers are not backed by large-scale empirical evidence. Using a web survey of 613 direct-market farmers across Canada, this article explores the potential economic and social benefits that farmers derive from participating in short food supply chains. We used multivariate analysis to test whether a farmer’s (...) degree of involvement in direct food channels is positively correlated with levels of work enjoyment, social satisfaction, and economic satisfaction. The results indicate that, overall, direct-market farmers report high levels of occupational satisfaction, although work-related challenges persist, such as stress, excessive workloads, and competition. Farmer participation in short food chains was also a positive predictor of work enjoyment and economic satisfaction, but not of social satisfaction, as measured by the share of total farm sales attributable to direct selling. Net annual farm revenue, the share of direct food sales involving a middleman, age, and gender also correlated with one or more dimensions of occupational satisfaction. (shrink)

Several authors have recently claimed that the distinction between intrinsic and extrinsic properties is hyperintensional, i.e., that there are cointensional properties P and Q, such that P is intrinsic, while Q is extrinsic. In this paper, I aim to defend the classical view that whenever P and Q are cointensional properties, then P and Q are either both intrinsic or both extrinsic. I first argue that the standard characterization of the intrinsic/extrinsic distinction (...) involves dependence claims: intrinsic properties are those properties whose instantiation by x only depends on what x is like in itself, whereas extrinsic properties are those properties whose instantiation by x may also depend on what other individuals are like. I then consider a number of examples supposed to show that the intrinsic/extrinsic distinction is hyperintensional and argue that none of them succeeds if the dependence characterization of the distinction is taken seriously. (shrink)

In this paper I offer a distinction between design and teleology, referring mostly to thehistory of these two terms, in order to suggest an alternative strategy for arguments thatintend to demonstrate the existence of the divine. I do not deal with the soundness ofeither design or teleological arguments. I rather emphasise the differences between thesetwo terms, and how these differences involve radically different arguments for the existence of the divine. I argue that the term „design‟ refers to an extrinsic (...) feature that was in history understood to be imposed by God in nature, while one may argue for an internal tendency, what I call „teleology‟. I first offer a historical tour of design arguments and how the basic notion of design was understood in extrinsic terms. I then briefly present three kinds of objections available in history to these arguments: philosophical, scientific, and theological. I finally move to discussing an intrinsicunderstanding of teleology, and how this notion differs from that of extrinsic design. Iend the paper showing how this notion could be useful in interpreting processes innature, in particular the reproductive tendencies in living beings. (shrink)

Interest in spirituality as a protective factor in various aspects of daily life has increased over the years. Still there has been relatively little research attention paid to the effect of spirituality in the workplace. The current study was conducted to explore the role of spiritual well-being as positive spillover effect on job satisfaction when adverse workplace experiences are reported. Spiritual well-being was related to job satisfaction even when the adverse workplace conditions of job frustration, work tension and (...) victimization were present. The context of the findings with other research and theory are discussed, as are directions for future research. (shrink)

This study examines the impact of ethical climate types (professionalism, caring, rules, instrumental, efficiency, and independence) on various facets of job satisfaction (pay, promotions, co-workers, supervisors, and work itself) in a large non-profit organization. Professionalism was the most reported and efficiency was the least reported ethical climate type in the organization. Among various facets of job satisfaction, respondents were most satisfied with their work and least satisfied with their pay. None of the climate types significantly influenced satisfaction (...) with pay. A professional climate significantly influenced satisfaction with promotions, supervisors, and work. It also significantly influenced overall job satisfaction. Those respondents who believed that their organization had caring climate were more satisfied with their supervisors. An instrumental climate had a significant negative influence on overall job satisfaction and satisfaction with promotions, co-workers, and supervisors. Rules, efficiency, and independence climate types did not significantly affect any facets of job satisfaction. (shrink)

Voluntary work behavior refers to spontaneous workplace behaviors that extend beyond role norms, including extra-role behaviors that benefit the organization and negative behaviors that may harm the organization. This study examined the relationship between self-control and VWB and the mediating role of job satisfaction. A total of 1,101 full-time employees from China completed a battery of self-report measures online. The results show that self-control positively predicts employees' OCB and negatively predicts employees' CWB. Moreover, job satisfaction significantly mediates the (...) relationship between self-control and OCB/CWB. The results confirm that employees with high self-control are more public-spirited, which previous studies have described as being “highly committed” or “less harmful”. This finding closely relates to the observation that employees with high self-control tend to have more satisfying work outcomes or higher workplace status than those with low self-control. (shrink)

Section 2.1 identifies three notions of intrinsic value: the finality sense understands it as value for its own sake, the supervenience sense identifies it with value that depends exclusively on the bearer’s internal properties, and the nonderivative sense describes intrinsic value as value that provides justification for other values and is not justified by any other value. A distinction between final intrinsic and final extrinsic value in terms of supervenience is subsequently introduced. Section 2.2 contains a (...) discussion of the debate about instrumental value and other varieties of nonfinal extrinsic value. Finally, section 2.3 focuses on recent attacks on the very coherence of the intrinsic/extrinsic distinction and its role as a demarcation line between fundamental and nonfundamental value. (shrink)

Interpersonal respect can be differentiated into two kinds: horizontal respect, i.e. treating someone with dignity; and vertical respect, i.e. genuinely honoring someone’s merits. With the present research, we draw on motivation theory to explore their interplay in leadership relations. Specifically, we argue for a moderated mediation hypothesis in that leaders’ horizontal respect for their subordinates fundamentally speaks to subordinates’ self-determination and that the message of respectful leadership is enhanced by the vertical respect subordinates have for their leaders. As a result, (...) subordinates are more satisfied with their jobs, which should also show in a decreased willingness to leave. The proposed model was supported in two survey studies and an experimental scenario study —thus suggesting that perceived leader behavior needs to be complemented by leader standing. (shrink)

Based on theory of planned behavior, we develop a theoretical model involving love of money (LOM), job satisfaction (attitude), coping strategies/responses (perceived behavioral control), work environment (subjective norm), and work-related behavioral intentions (behavioral intention). We tested this model using job satisfaction as a mediator and sector (public versus private), personal character (good apples versus bad apples), gender, and income as moderators in a sample of 515 employees and their managers in the Republic of Macedonia. For the whole sample, (...) both coping strategies and helpful work environment were related to high job satisfaction. The relationship between work environment and job satisfaction was the strongest link in all subsequent analyses. High LOM is associated with unfavorable work environment for employees in the private sectors and people with low income and is positively associated with coping strategies for bad apples. A favorable work environment was related to less corrupt intent for people in the public sectors, good apples, and with low income, but not for their counterparts. Coping strategies were related to high job satisfaction for males, but not for females. Our counterintuitive results showed that bad apples’ high LOM was related to low corrupt intent. Our theoretical model sheds new light and provides novel theoretical, empirical, and practical implications to Macedonian managers’ corrupt intent. (shrink)

This paper discusses some aspects of the article by Azima and Mundler (2022). It is argued that the relationship between work and social satisfaction and direct selling is not necessarily linked to the existence of an opportunity cost of family labor. It is also argued that the effect of the share of direct sales over total shares is weak, while the substantial one is participation to direct selling per se, more than its share on total sales.

I argue that a ‘mere Cambridge’ test can yield a mutually exclusive, jointly exhaustive, partition of properties between the intrinsic and the extrinsic. Unlike its rivals, this account can be extended to partition 2nd- and higher-order properties of properties. A property F is intrinsic, I claim, iff the same relation of resemblance holds between all and only possible instances of F. By contrast, each possible bearer of an extrinsic property has a determinate relation to some independently (...) contingent concrete object. Such a relation can hold for concrete and abstract objects, of objects which are not remotely duplicates, and can vary from one possible duplicate to another. I compare this with accounts which do not allow extension to 2nd- and higher-order properties and give preliminary rebuttals for some main difficulties raised for the account advocated. (shrink)

After the publication of Marshall’s theorem (2009), it has been widely accepted that the intrinsic/extrinsic distinction cannot be analyzed in broadly logical terms, but instead requires appealing to more robust metaphysical notions like grounding, naturalness or duplication. However, in this article I will defend that this is not so. Instead of showing the limitations of Marshall’s undoubtedly impressive result, I will present here a broadly logical definition of the intrinsic/extrinsic distinction, and show that it is extensional (...) adequate regardless of our preferred conception of property identity. (shrink)

Considers the distinction between intrinsic and extrinsic value. Suggests ways in which a particularist can accept a notion of intrinsic value.