Evaluation of a Multiple Mediator Model of the Relationship Between Core Self-Evaluations and Job Satisfaction in Employed Individuals With Disabilities

Smedema, Susan Miller; Kesselmayer, Rachel Friefeld; Peterson, Lauren

doi:10.1891/2168-6653.32.2.139

Cited by 7 publications

(6 citation statements)

References 51 publications

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“…Supervisor support also improved the job satisfaction of employees with visual impairments, as seen in other disability findings (Baumgärtner et al, 2015;Flores et al, 2011;Rollins et al, 2011;Smedema et al, 2018). When they believe their supervisors are supportive, workers with visual impairments may feel more comfortable requesting workplace accommodations, a variable correlated with job satisfaction.…”

Section: Discussionmentioning

confidence: 63%

Predictors of Job Satisfaction for People With Visual Impairments

Steverson

Crudden

2023

Journal of Visual Impairment & Blindness

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Introduction: Job satisfaction research has focused on the general population or specific careers. Little attention has focused on the job satisfaction of persons with visual impairments, particularly using standardized measures of job satisfaction. This study examined how relationships with colleagues and supervisors, opportunities for advancement, and employee demographics predict job satisfaction for employees with visual impairments. Methods: Researchers analyzed data from 195 employed participants from a larger study on job retention and career advancement. The Brief Job Satisfaction Measure II measured job satisfaction, and predictor variables focused on relationships with colleagues and supervisors, promotion opportunities, and demographics. Researchers used multiple linear regression to identify predictors of job satisfaction. Results: Individuals with visual impairments had high job satisfaction if they believed colleagues treated them the same as sighted colleagues and had supervisor support. Underemployed individuals with visual impairments experienced lower job satisfaction. Employees who identified their race as other, those who experienced vision loss after their first job, and participants with an additional disability had higher job satisfaction. Discussion: Social interactions with colleagues and supervisors contributed to the job satisfaction of employees with visual impairments. These interactions may make employees with visual impairments feel comfortable asking for workplace accommodations and more integrated into the workspace. While income was not a predictor of job satisfaction, underemployment was, indicating that individuals with visual impairments may not have achieved their maximum vocational potential. Implications for Practitioners: Individuals with visual impairments and service providers should look for opportunities to promote social interactions at work. Training co-workers and supervisors about working with persons with visual impairments and accommodations could be beneficial. Vocational rehabilitation counselors should also ensure program participants have employment opportunities that are both economically sustainable and commensurate with their interests and abilities.

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Section: Discussionmentioning

confidence: 63%

Predictors of Job Satisfaction for People With Visual Impairments

Steverson

Crudden

2023

Journal of Visual Impairment & Blindness

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“…The study of this concept involves a great deal of ambiguity, because it is premised on a wide range of psychological and emotional factors that are subject to many influences present in the external environment and working conditions. This greatly affects the personal behavior of employees (Smedema, 2018). Additionally, many variables play an important role in the process of job satisfaction, such as the working environment, job qualifications, salary, direct relationship with colleagues and superiors, the availability of appropriate and continuous training in the work environment, and the leave and bonuses system in place.…”

Section: Previous Studiesmentioning

confidence: 99%

“…In the light of the foregoing, both in terms of male dissatisfaction and female dissatisfaction, corporate management must improve these organizational factors because of their impact on improving employee satisfaction (Smedema, 2018).…”

Section: Figure 2 Comparative Job Satisfaction Valuesmentioning

confidence: 99%

Comparing Job Satisfaction between the Genders in Saudi Telecom Sector: Optimizing Employee Input

Taweel¹

2019

JBAR

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Growth and development of infrastructural sectors is one of the keynotes of Vision 2030 which envisages a country well on the road to internationalization by the end of the next decade. Development of the telecom sector, which saw a slump in early 2018 and later picked up with growth in the number of mobile and high-speed internet users, is also one of the objectives. The reason is the large number of jobs this sector is likely to generate. In a highly segregated society like that of Saudi Arabia, it is imperative to evaluate social, educational and occupational setups to ensure parity of opportunities for the genders. This study is also directed at such an objective, identifying trends in job satisfaction among female and male Saudi employees in the telecommunications and information technology sector in the Kingdom of Saudi Arabia. The study selected seven variables, validated previously to assess the perception of males and females employed in the sector and designed a questionnaire for the purpose. The sample comprised two hundred and thirty participants. Post statistical analysis, the results indicated that there were statistically significant differences between the average job satisfaction among male and female employees in this sector. Overall, the average job satisfaction among females was higher than that of males. Females also showed an increase in the average satisfaction concerning financial factors and relationships within the work environment as well as career prospects. By contrast, job satisfaction among males was higher with respect to work elements relates to existing job systems and educational field. The study offers suitable recommendations to ensure greater job satisfaction and thereby promote optimum utilization of the human resource involved in the sector.

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“…Sendo assim, é grande a necessidade de reconhecimento e de atendimento integral às PcD. Há que se considerar, que as restrições sociais tornam as PcD invisíveis e, também, produzem nelas sentimentos de incapacidade e de culpa, promovendo, assim, sentimentos de desvalorização 5 . Portanto, há a necessidade de mudanças, que não devem apenas residir na facilitação de acesso das PcD aos bens sociais, mas no repensar dos estereótipos e, principalmente, nas atitudes da sociedade 6 .…”

Section: Introductionunclassified

Percepções e atitudes de acadêmicos de fonoaudiologia sobre pessoas com deficiência

2021

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Introdução: Apesar de diferentes esforços para a promoção da inclusão, adaptação e qualidade de vida de pessoas com deficiências (PcD) ainda há barreiras a serem vencidas, principalmente, as atitudinais; tais pessoas continuam sujeitas a diferentes graus e tipos de discriminação. Sabe-se que a formação profissional em Saúde, por exemplo - em Fonoaudiologia - implica em envolvimento com PcD; por isso, a conveniência de se realizar pesquisas, junto a estudantes, sobre esse tema. Objetivo: caracterizar e analisar percepções e atitudes de acadêmicos frente à PcD. Método: estudo exploratório, analítico e quantitativo, realizado por meio de um questionário online, elaborado exclusivamente para este, bem como pelo uso da The Multidimensional Attitudes Scale Toward Persons With Disabilities (MAS), adaptada, visando-se conhecer as percepções e as atitudes dos acadêmicos de Fonoaudiologia da Universidade Federal de Santa Maria, acerca de PcD. A coleta ocorreu entre dezembro de 2019 e março de 2020. Os resultados foram analisados por estatística descritiva. Resultados: participaram 36 estudantes; sendo a maioria do sexo feminino, advinda de escolas públicas e com pouco contato com PcD, anteriormente e durante a graduação. Prevaleceu a percepção de não se sentirem amplamente preparados para lidarem com PcD, revelando atitudes como: i) posicionamentos, por vezes, excludentes; ii) sentimentos de tensão, timidez, vergonha e impotência; iii) intenção para interação com PcD, mas comportamentos contraditórios em relação à mesma. Conclusão: as percepções e as atitudes dos acadêmicos, de modo geral, indicaram pouco contato e insuficiente formação relacionada às deficiências. Sugere-se mais estudos que analisem aspectos singulares da formação acadêmica voltada à PcD.

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Evaluation of a Multiple Mediator Model of the Relationship Between Core Self-Evaluations and Job Satisfaction in Employed Individuals With Disabilities

Cited by 7 publications

References 51 publications

Predictors of Job Satisfaction for People With Visual Impairments

Predictors of Job Satisfaction for People With Visual Impairments

Comparing Job Satisfaction between the Genders in Saudi Telecom Sector: Optimizing Employee Input

Percepções e atitudes de acadêmicos de fonoaudiologia sobre pessoas com deficiência

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