The degree of job satisfaction experienced by site-based construction professionals

The construction industry worldwide is having problems attracting and retaining skilled workers. This study analyses a series of factors affecting job satisfaction of site-based construction professionals employed in medium to large scale metropolitan construction firms in Melbourne, Australia. The industry survey carried out identified salary as the strongest determinant of job satisfaction. However, many respondents reported being dissatisfied with pay levels when compared to other industries and the number of work hours expected. The greatest causes of dissatisfaction were related to difficulties in maintaining a work-life balance. The indicator "Variety, interest and challenge" was the most frequently cited positive aspect of a career in construction. Given the shortage of skilled construction workers in Australia, it is important for companies to maximise the retention of site-based construction professionals and ensure that key job satisfaction indicators are met.

Predictors of job strain and intention to quit in a reorganised Australian workforce

This study examined the role of working conditions in predicting the psychological health, job satisfaction, organisational commitment and intention to quit of employees working in an industry sector that had undergone large-scale organisational change. The working conditions were assessed using an augmented job strain model- whereby job demand, job control and social support had been augmented by industry-specific stressors - and the psychological contract model. The results of regression analyses indicate that social support was predictive of all of the outcome measures. Job control and the honouring of psychological contracts were both predictive of job satisfaction and commitment, Furthermore, job satisfaction and organisational commitment were found to mediate the relationship between working conditions and intention to quit. Collectively, these findings suggest that strategies aimed at combating the negative effects of organisational change could be enhanced by addressing several variables represented in the models - particularly social support, job control and psychological contracts.

"Your job no longer exists!" from experiences of alienation to expectations of resilience - a phenomenological study

We have entered the age of the contingent or temporary worker, the consultant and the subcontractor. Workers are expected to be pliable and tractable; to “fit in.” Being made redundant is also an area where modern workers are expected to be flexible and resilient. However, when these so-called “flexible” workers are told their job no longer exists, the accompanying sense of rejection and alienation can be excruciating. Stories of being made redundant were collected during an exploratory, qualitative study, using Heideggerian phenomenology as the methodological vehicle to capture the lived experiences of those affected. Focused, in-depth interviews were conducted with the ten respondents; nine men and one woman. The stories shared suggest that being made redundant is an alienating experience with respondents sharing feelings of powerlessness, shock, betrayal, shame and social isolation. Unfortunately, those having experienced redundancy were also not as resilient as is routinely assumed. They did not “bounce back” unchanged, but reported significant negative outcomes including fear for the future, underemployment, family disruptions and an erosion of trust. Recommendations are made orienting organisations towards a more human process of redundancy.

Wellbeing, job satisfaction and commitment among Australian community health workers: the relationship with working conditions

The Australian community health sector has undergone extensive organisational reform in recent times, and, in the push to enhance efficiencies and contain costs, there are indications that these changes may have undermined the wellbeing of community health personnel and their ability to provide high quality illness-prevention services. The aim of this study was to examine the working environments experienced by community health service employees and identify conditions that are predictive of employee stress. The study was guided by a tailored version of the demand-control-support model, whereby the generic components of the model had been augmented by more situation-specific stressors. The results of multiple regression analyses indicated that job control, and, to a lesser extent, social support, were closely associated with the outcome variables (psychological health, job satisfaction and organisational commitment). The more situation-specific stressors also accounted for significant proportions of explained variance. Overall, the results suggest that working conditions, particularly job control, social support and specific job stressors, offer valuable opportunities for protecting and enhancingthe wellbeing of community health service personnel.

The right tool for the job? Use of the multiple intelligences and Bloom's taxonomy grid

This article explores the tacit understanding of teachers in the field of gifted educational practices after their participation in gifted education professional development. The data for this article are drawn from a single-case qualitative study where semi-structured interviews were held with teachers, administrators and support staff in a metropolitan Victorian primary school. The findings lead to two main arguments: first, that some teachers preserved their deeply entrenched beliefs and assumptions about the gifted, the talented and intelligence[s]; and second, that teachers, without critical examination, eagerly adopted and adapted Gardner's Multiple Intelligences theory, overlaid with Bloom's Revised Taxonomy of Thinking as a means for addressing individual differences in the classroom. The article argues that teachers welcomed the Gardner/Bloom matrix for its 'tick-the-box' simplicity, with little insight into the theoretical models. Whilst the matrix had an immediate value in the mixed ability classrooms, in the long term it did not support the learning needs of gifted students. [Author abstract]

Evaluating the EASY-backfill job scheduling of static workloads on clusters

This research aims at improving our understanding of backfilling job scheduling algorithms. The most frequently used algorithm, EASY-backfilling, was selected for a performance evaluation by scheduling static workloads of parallel jobs on a computer cluster. To achieve the aim, we have developed a batch job scheduler for Linux clusters, implemented several scheduling algorithms including ARCA and EASY-Backfilling, and carried out their performance evaluation by running well known MPI applications on a real cluster. Our performance evaluation carried out for EASY-Backfilling serves two purposes. First, the performance results obtained from our evaluation can be used to validate other researcherspsila results generated by simulation, and second, the methodology used in our evaluation has alleviated many problems existed in the simulations presented in the current literature.

Integrating job stress and social exchange theories to predict employee wellbeing

This research examines the organizational characteristics that contribute to employee wellbeing in public sector agencies that have undergone substantial organizational change. Two studies were undertaken, the first involving 2,466 police officers working in a statebased law enforcement agency, whereas the second comprised 1,010 occupationally diverse employees working in a State Government authority. The research was guided by a theoretical framework that begins with a model underpinning many large-scale job stress investigations—the job strain model (JSM)—and is expanded to incorporate widely used social exchange variables (i.e., psychological contract breach and organizational fairness). The results of hierarchical regression analyses from both studies confirm the value of the JSM. There was also strong support for extending the JSM to include the breach and fairness variables; however, proposed interactions between job demands and organizational fairness failed to add to the explanatory value of the model. The implications of these results particularly for public sector organizations that have undergone extensive reforms consistent with New Public Management are discussed.

Design of user interfaces for job shop environment

User-computer interface development has gone through rapid development in recent years. These developments, however, have not yet been fully implemented in management information system (MIS) design for job shop manufacturing situations. Most of the commercially available MISs are operationally inflexible and do not support management in report generation and decision making, particularly in job shops. This paper describes a framework in developing system user interfaces for job shop manufacturing situations to highlight how a generic information system can be made more useful to managerial decision making. Object-oriented programming technology has been used to provide flexible access to information stored by a generic MIS. Twenty interfacing programs have been developed. For illustration, only three of those interface programs relating to generation of strategic level management reports are discussed here.

Using job strain and psychological contract theories to predict employee wellbeing in a reformed public sector agency

This study investigates the Issues that contribute to employee wellbeing in a public sector agency having undergone substantial reform The research is based on a model that is initially demand-oriented, and is expanded to incorporate psychological contract breach and organisational justice. Hierarchical regression analyses were conducted on the 1,010 completed surveys The results confirm the value of the Job strain model (JSM) and that the inclusion of breach and fairness were worthwhile extensions of the JSM Future research may wish to extend this approach and incorporate more of the social aspects of the work situation m studies of employee wellbeing.