Religiosity has been related to psychological wellbeing outcomes. Although this relationship is primarily based on studies of church attendance or prayer and wellbeing, more recent work has focused on the potential mechanisms that may mediate the religion-wellbeing findings. One of the major function of religion is finding of meaning of life and improving hope. Recent studies have indicated that hope and meaning of life are the potential variables mediate between religion and wellbeing. It was hypothesized that one pathway through which religiosity may exert its positive influence on psychological wellbeing is through finding meaning of life and improving hope. One study was conducted examining the relationships among spiritual experiences, hope, meaning of life and psychological wellbeing operationalized as satisfaction with life, positive affect and negative affect. The following research tools were used: Daily Spiritual Experiences Scale, Purpose in Life Test, Hearth Hope Index, Cantril Ladder, Positive and Negative Affect Schedule. Meaning of life and hope were noticed to mediate between spiritual experiences and satisfaction with life as well as between spiritual experiences and positive affect. Spiritual experiences were not related to negative affect. Both meaning of life and hope predicted negative affect. This study found meaning of life and hope to be an important factors in the religion-wellbeing relationship and related to positive psychological outcomes, including improved satisfaction with life and positive affect as well as reduced negative affect.
The authors investigated the relationship of purpose of life, and hope in the happiness and life satisfaction of patients with cancer during or following cancer treatment. Fifty cancer patients were interviewed during recovery in two Warsaw medical centers. The primary measures used were Purpose in Life Test, Herth Hope Index, Happiness and Social Well-Being tools by Czapiński, and the Cantril Ladder of Satisfaction with Life, as well as medical and demographic measures. Purpose in life was correlated with measures of happiness, and satisfaction with life. Hope was correlated with current happiness, and four measures of satisfaction with life. Patients who had cancer longer, that is, duration of disease, showed lower scores for purpose in life, and number of friends. The longer the time of cancer treatment, the lower were patients' scores for desire for life. Purpose in life and hope were positively correlated with eleven measures of happiness and satisfaction in life. The cancer variables negatively correlated with loss of friends and six variables of happiness, and satisfaction in life, suggesting the impact that having cancer treatment had on patients' lives. Psychological support in the cancer center was helpful to patients in and out of treatment.
This study verifies the psychometric properties of the Santa Clara Strength of Religious Faith Questionnaire (SCSORFQ). This measure consists of 10 items regarding strength of religious faith, regardless of religious denomination or affiliation. Participants were 177 students from Chile and 393 students from Poland. The SCSORFQ method is a reliable measure with good internal consistency evaluated by the α-Cronbach coefficient. Factor analysis statistically confirmed the unidimensional structure of the SCSORFQ. The strength of religious faith in both student groups was moderate to strong correlated with public or private aspects of religiousness and strong correlated with spiritual experiences. It was weakly correlated with the cognitive indicator of well-being as satisfaction with life as well as with existential variables like hope and meaning of life. The results confirm that the SCSORFQ is psychometrically sound and is therefore recommended for use by researchers studying the construct of religiousness.
This work is licensed under a Creative Commons Attribution 4.0 International License. Job satisfaction is an important predictor of job switching. Knowledge of the predictors of job satisfaction offers business owners and management staff the ability to shape the work environment so that the most valuable, loyal, and experienced employees can be retained in the company. The objective of this project is to test a model of job satisfaction based on person-organization fit (P-O fit), perceived organizational support (POS), and perceived supervisor support (PSS). The study examines whether PSS directly relates to employee job satisfaction or whether P-O fit or POS mediate in this relationship. Additionally, it is examined whether POS is a moderating variable between P-O fit and job satisfaction. The study was conducted using a sample 484 employees of a company in the IT sector. It turns out that POS, and P-O fit to the organization are variables that act as partial mediator between PSS and job satisfaction. The relationship between PSS and POS is both direct and indirect. P-O fit is a partial mediator of this relationship, while POS is both a partial mediator and a moderator between P-O fit and job satisfaction. Among employees who POS to be high, consistency between an employee's and the organization's values is indirectly connected with job satisfaction, whereas among employees who POS to be low, this relationship is both direct and indirect. In their operations, employers should focus on shaping managers' attitudes towards their subordinates in an appropriate direction, as managers significantly influence employees' perceived organizational support and job satisfaction. Introduction Job satisfaction is among the most commonly discussed phenomena in the psychology of business and human resource management, attesting to the importance it carries. The relevant literature treats job satisfaction as the key factor in commitment to one's job (Brown & Peterson, 1993) or the intend to quit and change it (Liu, Liu, & Hu, 2010; Park & Kim, 2009). Sources of job satisfaction among the employed are also a major focus of enquiry, so that they can be used to amplify perceived job satisfaction and thus increase employees' effectiveness and commitment and decrease motivation to quit jobs. Research conducted to date has found that perceived organizational support (Galletta,
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