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Item Frustration and ennui among Amazon MTurk workers(Springer Nature on behalf of the Psychonomic Society, Inc, 2023-09) Fowler C; Jiao J; Pitts MAcademics are increasingly turning to crowdsourcing platforms to recruit research participants. Their endeavors have benefited from a proliferation of studies attesting to the quality of crowdsourced data or offering guidance on managing specific challenges associated with doing crowdsourced research. Thus far, however, relatively little is known about what it is like to be a participant in crowdsourced research. Our analysis of almost 1400 free-text responses provides insight into the frustrations encountered by workers on one widely used crowdsourcing site: Amazon's MTurk. Some of these frustrations stem from inherent limitations of the MTurk platform and cannot easily be addressed by researchers. Many others, however, concern factors that are directly controllable by researchers and that may also be relevant for researchers using other crowdsourcing platforms such as Prolific or CrowdFlower. Based on participants' accounts of their experiences as crowdsource workers, we offer recommendations researchers might consider as they seek to design online studies that demonstrate consideration for respondents and respect for their time, effort, and dignity.Item Registered nurses' job satisfaction in a New Zealand public hospital : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University, Albany, Auckland, New Zealand(Massey University, 1999) Beanlands, Philippa JaneA multi-faceted questionnaire developed by Ng (1993) was used to explore registered nurses' job satisfaction in a major Auckland, New Zealand, public hospital. Participants (N = 123), were asked to complete the 24- item job satisfaction survey, and a questionnaire determining demographic and employment details. Analysis revealed 3 interpretable factors, Communication, Career Development, and Autonomy, compared with Ng's nation-wide study of 1988, which produced 7 factors. As expected, differences in nurses' job satisfaction appear to have occurred since Ng's study 11 years ago. These may be primarily attributable to the Health Reforms, which took place during the 1990's. Among the demographic and employment variables explored, gender was the only variable which showed any statistically significant effect. When the small number of male respondents (n =11) were matched to a similar number of females, differences were found in their responses to the Communication factor.Item Role consensus and job satisfaction in the educational organization : a thesis submitted in partial fulfilment of the requirements for the degree of Master of Arts in Education at Massey University(Massey University, 1971) Koopman, Peggy GA theory of social exchange was used as the framework for investigating role consensus between the Head Teacher and his staff on expectations of teacher and Head Teacher role and relating consensus to teacher job satisfaction. Association between job satisfaction and a number of personal variables was also hypothesised. The sample consisted of 147 intermediate school teachers in the ten intermediate schools in a New Zealand city. Only one of two central hypotheses proved significant. Role consensus between the Head Teacher and his staff on expectations of Head Teacher behaviour was positively related to job satisfaction, in that the greater the role consensus the greater the job satisfaction. No relationship was found between role consensus on expectations of teacher behaviour and job satisfaction. Only one of the personal variables, sex, proved to be related to job satisfaction, in that female teachers expressed greater job satisfaction than male teachers.Item Factors affecting the job satisfaction levels of shift workers in the aviation sector : an empirical study in New Zealand : a thesis presented in partial fulfilment of the requirements for the degree of Master of Business Studies in Management at Massey University, Albany, New Zealand(Massey University, 2017) Chanane, SafaPeople spend much of their lives at work and job satisfaction significantly contributes to their well-being. It leads to higher employee commitment, productivity and loyalty, which in turn contributes to superior organisational performance. Shift work may impact on employee job satisfaction, especially when organisations split working hours due to 24-hours service demands. Numerous studies have measured job satisfaction in relation to personal characteristics, organisational and environmental factors in various contexts. However, there are conflicting views at the individual level so this study will focus on individual employee characteristics. Furthermore, little is known about job satisfaction in the aviation sector despite its significance to the economy and employment of many shift workers. This research thus focuses on New Zealand aviation shift workers’ job satisfaction. An online questionnaire explored the impact of personal demographic variables (e.g. gender, marital status) and risk factors (e.g. stress, isolation) on the shift workers’ job satisfaction. Survey data were analysed using statistical techniques. Thematic analysis of qualitative survey material complemented the quantitative findings. The study revealed that job satisfaction varies according to the departments in which respondents work. Moreover, there is a low to moderate negative relationship between job satisfaction and stress, difficulty falling asleep and isolation; and moderate to substantially negative relationship between job satisfaction and health issues, fatigue and family conflict. Health issues, fatigue and family conflict were the three main predictors of job satisfaction. The findings inform implications for theory, practice and policy, particularly in Human Resource Management, are discussed with recommendations for further research.Item Organisational commitment as a predictor of job satisfaction, employee well being, absenteeism and intention to stay in the New Zealand Aged Care Sector : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University(Massey University, 1999) Parr, RichardThis study, one of the first in the New Zealand aged care sector, examined the predictability of organisational commitment on job satisfaction, employee well being, absenteeism and intention to stay. A composite questionnaire incorporating Allen and Meyer's three component organisational commitment questionnaire (1990) was completed by 124 predominately female aged care employees. The results of the questionnaire were compared with overseas literature and showed that organisational commitment is predictive of employee well being, job satisfaction and intention to stay, although job satisfaction proved to be a more significant predictor of intention to stay. Implications of organisational commitment for aged care employees, aged care organisations and patients are discussed. Directions for future research include a call for more New Zealand studies of organisational commitment in the healthcare professions, and the development of human resource strategies, which are sensitive to differences in organisational commitment in a multi-cultural population.Item Plateau and transition : career dynamics in a changing world of work : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University(Massey University, 1999) Cable, Donald Alfred JamesThis research investigated a number of hypotheses relevant to employee attitudes towards career plateau and career transition. The impact of job satisfaction, education, and the life balance orientation of individuals on career plateau and career transition, and the relationship between the two, was explored. As well as demographics, data pertaining to occupation, education, career status, career intentions, job satisfaction and life interests were examined. A self-administered questionnaire was completed by 234 managerial and supervisory employees from four major organisations. Within the study a subjectively based measure of career plateau was found to have greater explanatory power than an objectively based measure in many of the hypotheses investigated. Multiple regression analysis was utilised to explore the relationship between career plateau and career transition. Subjective career plateau contributed significantly to variability in career transition with 18% of the variance being explained. Subjective career plateau and years since last promotion, an objective measure of career plateau, were found to contribute significantly to variability in overall job satisfaction. Altogether 25% of the variance in overall job satisfaction was explained by knowing scores on these variables. Subjective career plateau contributed significantly to variability in satisfaction with promotion opportunities explaining 51% of that variance. Whilst overall job satisfaction was significant in its relationship with career transition, satisfaction with promotion opportunities was not significant due to a suppression effect. In this relationship 58% of the variance in career transition was explained by overall job satisfaction. Overall job satisfaction was found to not moderate on the relationship between career plateau and career transition or on the relationship between life balance orientation and career transition. A significant moderating effect of satisfaction with promotion opportunities was found on the relationship between career plateau and career transition with 27% of the variance being explained A t test analysis indicated that career plateaued individuals were not more likely to be involved in current education nor were they more likely to state an intention to pursue further education. Univariate analysis indicated that whilst lower levels of education were associated with longer job tenures this association was not strong. Multivariate analysis revealed a significant moderating effect of education attained on the relationship between career plateau and career transition with 31% of the variance being explained. The limitations of the study are discussed. Primary amongst these are the difficulties imposed by the cross-sectional design.Item Stress, well-being and emotional intelligence in the workplace : a thesis presented in partial fulfillment of the requirements for the degree of Master of Science in Psychology at Massey University(Massey University, 2008) Scott, Amy-KateThe aim of this study is to investigate the relationships between Emotional Intelligence (EI) and demands, coping and outcomes in a transactional stress process (Lazarus & Folkman, 1984). The specific focus is whether EI acts to mediate or moderate any of the relationships in the stress process. The secondary objective is to explore the relationships between workplace demands, coping and the outcome variables of job satisfaction and psychological health. The sample comprised of 186 New Zealand professional staff, from all role levels in industries including banking, insurance, exporting and consulting. The findings indicate that EI partially mediates between pressure from workplace relationships and positive outcomes, suggesting EI is particularly useful in dealing with interpersonal demands in the workplace. EI also mediates relationships between coping and outcomes. There was no support for the moderating role of EI. Such findings demonstrate that EI has an important role to play in the stress process.Item Job Satisfaction and Its Relationships with Age, Gender and Educational Background in a Vietnamese Context : A thesis presented in partial fulfilment of the requirement for the degree of Master of Business Studies (Management) at Massey University, Manawatu New Zealand(Massey University, 2016) Pham, Minh QuangThe present study aims at examining the reliability and validity of a Vietnamese version of the Job Satisfaction Survey (JSS) which was developed by Spector (1997). It also reveals the current overall job satisfaction and investigates the relationship between job satisfaction and age, gender, and educational background among a specific community, the auditors and ex-auditors in Vietnam. With these goals, a quantitative cross-sectional design has been employed for the research. A pilot study with 68 Vietnamese respondents establishes a solid foundation for the final Vietnamese-translated version of the JSS. In the main study, a sample of 202 Vietnamese auditors and ex-auditors is recruited. The JSS in Vietnamese demonstrates a high internal consistency with the Cronbach’s alpha coefficient of α = .91. Moreover, an exploratory factor analysis reports an underlying construct of nine dimensions, which is similar to the original version of the JSS. The convergent and divergent validity of the scale are also analysed and return satisfactory results. The present research suggests that the auditors and ex-auditors in Vietnam are generally satisfied with their jobs and, surprisingly, the auditors are reported to be happier than their ex-colleagues in every job aspect. There is no relationship found between the overall job satisfaction and age or gender for this specific community, while a significant correlation between job satisfaction and educational background is confirmed. However, the women of this community are reported to be more likely to experience a lower level of job satisfaction when they get older or when they have a better educational background. The present study provides audit companies in Vietnam with recommendations for improving the job satisfaction of their employees. Its findings suggest that these firms should pay more attention to their older female employees as well as the ones with higher educational backgrounds due to their vulnerability to a lower level of job satisfaction than the opposite gender. Furthermore, directions and indications for future research are also offered in the present dissertation.Item Police stress, general well-being and job satisfaction : the moderating effects of social support : thesis submitted in partial fulfilment of the requirements for the degree of Master of Arts, Psychology at Massey University, New Zealand(Massey University, 2015) Johnston, FionaPolice stress, general well-being and job satisfaction :|bthe moderating effects of social support :|b thesis submitted in partial fulfilment of the requirements for the degree of Master of Arts, Psychology at Massey University, New ZealandItem Examining multiple leadership styles and their influences on employee outcomes in the Auckland workplace : a mediation study : a 152.800 thesis presented in partial fulfilment of the requirement of the degree of Master of Management at Massey University(Massey University, 2013) Nguyen, Thi Hong NgocBACKGROUND: In recent years, cultural diversity has been significantly increasing in the New Zealand workplace, particularly in the Auckland region. It is a concern that cultural diversity may lead to a decrease in beneficial outcomes such as job satisfaction, and an increase in detrimental outcomes such as turnover intentions. This research explores the role of multiple leadership styles to best determine which leadership style or styles are most influential on enhancing employee outcomes. OBJECTIVE: This study tests the influences of five leadership styles (collaborative, authentic, participative, supportive, and instrumental) on employee outcomes (job satisfaction, organisational commitment, turnover intentions, emotional exhaustion, cynicism, and cultural wellbeing) through the mediating role of perceived organisational support (POS). METHOD: A quantitative research method was adopted. An online and physical survey was used to collect data across Auckland. The sample consisted of 212 employees in culturally diverse organisations in Auckland. Hierarchical regression analysis was conducted using the Statistical Package for Social Sciences (SPSS) version 17.0 to test the direct effects of leadership styles and the potential mediating effects of POS. RESULTS: Significant associations were found between all leadership styles and the six employee outcomes. The five leadership styles account for 39% of the total variance for job satisfaction (p< .001), 22% for organisational commitment (p< .001), 19% for turnover intentions (p< .001), 23% of the total variance for emotional exhaustion (p< .001), 39% of the total variance for cynicism (p< .001), and 28% of the total variance for cultural wellbeing (p< .001). However, regression analysis showed that authentic leadership was the dominant predictor, with collaborative leadership also important to a much lesser extent. Overall, these findings show that leadership styles do play an important and sizeable role in understanding the outcomes explored in this study. In addition, POS was also found to significantly mediate the relationship between leadership styles and employee outcomes. POS mediates the influence of collaborative and authentic leadership on job satisfaction; the influence of authentic leadership on organisational commitment; the influence of authentic leadership on turnover intentions; the influence of authentic leadership on emotional exhaustion; the influence of collaborative and authentic leadership styles on cynicism, and the influence of collaborative leadership on cultural wellbeing. Overall, POS was found to be a consistent mediator of the influence of leadership styles on the employee outcomes tested here. CONCLUSIONS: Leadership styles, in particular authentic leadership and collaborative leadership, have positive influences on beneficial employee outcomes (job satisfaction, organisational commitment and cultural wellbeing), and significant and negative influences on detrimental employee outcomes (turnover intentions, emotional exhaustion and cynicism) in ethnically diverse organisations. In addition, POS was found to be an important mediating variable for leadership styles and employee outcomes. Overall, despite being significantly correlated, there was no statistically significant influence from supportive, participative, or instrumental leadership towards any of the employee outcomes tested here. In addition, it is interesting to find that authentic leadership is more influential on employee outcomes than collaborative leadership. However, collaborative leadership is the only leadership style that has a positive influence on cultural wellbeing. Limitations and suggestions for research are discussed.