Personal and Organizational Diversity Factors' Impact on Social Workers' Job Satisfaction: Results from a National Internet-Based Survey

Acquavita, Shauna P.; Pittman, Joan; Gibbons, Maya; Castellanos-Brown, Karen

doi:10.1080/03643100902768824

Cited by 88 publications

(59 citation statements)

References 30 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Lawler (1994) supported the connection between employee perception of inclusion, degree of job satisfaction, and level of commitment to the organization. There is some evidence to imply that inclusion is related to either job satisfaction or turnover intention (Acquavita, Pittman, Gibbons, & Castellanos-Brown, 2009;Mor Barak & Levin, 2002;Mor Barak et al, 2006). Acquavita et al (2009) showed that inclusion was associated with job satisfaction in a study of social workers.…”

Section: The Influence Of Organizational Inclusion On Organizational mentioning

confidence: 99%

“…There is some evidence to imply that inclusion is related to either job satisfaction or turnover intention (Acquavita, Pittman, Gibbons, & Castellanos-Brown, 2009;Mor Barak & Levin, 2002;Mor Barak et al, 2006). Acquavita et al (2009) showed that inclusion was associated with job satisfaction in a study of social workers. Mor Barak et al (2006) found that perceptions of inclusion were significant in predicting social workers' job satisfaction, which, in turn, was related to turnover intentions.…”

Section: The Influence Of Organizational Inclusion On Organizational mentioning

confidence: 99%

See 1 more Smart Citation

A structural equation model of the effects of diversity characteristics and inclusion on organizational outcomes in the child welfare workforce

Hwang

Hopkins

2015

Children and Youth Services Review

View full text Add to dashboard Cite

Section: The Influence Of Organizational Inclusion On Organizational mentioning

confidence: 99%

Section: The Influence Of Organizational Inclusion On Organizational mentioning

confidence: 99%

A structural equation model of the effects of diversity characteristics and inclusion on organizational outcomes in the child welfare workforce

Hwang

Hopkins

2015

Children and Youth Services Review

View full text Add to dashboard Cite

“…For example, men's and women's perceptions of workplace exclusion have been related to more negative perceptions of coworkers and supervisors (Hitlan, Cliffton, & DeSoto, 2006), overall job dissatisfaction (Acquavita, Pittman, Gibbons, & Castellanos-Brown, 2009;Findler, Wind, & Mor Barak, 2007), and lower organizational commitment (Findler et al, 2007). Findler et al (2007) found that women were more likely to be excluded than men and noted that individuals who were different from the typical worker (e.g., women in male-dominated workplaces) also tended to experience isolation from others.…”

Section: Climate Perceptionsmentioning

confidence: 99%

Derogation, Discrimination, and (Dis)Satisfaction With Jobs in Science

Settles

Cortina

Buchanan

et al. 2012

Psychology of Women Quarterly

View full text Add to dashboard Cite

In the current study of 353 science and engineering faculty members, we examined whether three types of gender-based mistreatment might ''chill'' individuals' perceptions of the professional climate, which might in turn undermine satisfaction with their jobs. We also tested gender differences in these relationships. Results indicated that for women, the relationship between gender discrimination (e.g., unequal access to resources) and job satisfaction was mediated by scholarly alienation and a negative workplace climate; gender derogation (e.g., disparaging comments) was related to organizational sexism toward women (OSTW), which was associated with perceptions of scholarly alienation and a negative workplace climate; these perceptions in turn predicted lower job satisfaction. For men, gender derogation was indirectly related to job satisfaction via scholarly alienation, and OSTW was indirectly related to job satisfaction via both climate variables. Analyses indicated that most of these indirect effects were stronger for women than men. We discuss these results for both sexes and suggest reasons why men's climate perceptions may be ''chilled'' by exposure to sexism toward women. We also discuss implications for individuals working with women in male-dominated environments, such as organizational administrators and clinical practitioners.

show abstract

“…Acquavita and colleagues (2009) and Collins (2008) have found that social workers, in particular, show a high intrinsic job satisfaction, which is based on a high commitment to their work. Besides these intrinsic factors, organizational factors and job demands also play a role in job satisfaction (Acquavita et al 2009). Elpers and Westhuis (2008) emphasize the importance of organizational leadership as a key factor for the job satisfaction of employees.…”

Section: Overview Of the Key Concepts Of Work-related Mental Distressmentioning

confidence: 99%

“…Also, a significant correlation of gender and ethnicity with occupational well-being could not be found in the literature examined for this article; these variables are included in the dimension. However, the correlation of gender and ethnicity with the job satisfaction of social workers has been examined in a study on personal and organizational diversity factors (Acquavita et al 2009), but were found to be nonsignificant.…”

Section: Personal Well-being Dimensionmentioning

confidence: 99%