FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W2605849051> ?p ?o ?g. }

• W2605849051 endingPage "248" @default.
• W2605849051 startingPage "246" @default.
• W2605849051 abstract "Psychological well-being is a subjective concept that has a closer connotation with 'quality of life'. Campbell, converse and Rogers (1970) have conceptualized that quality of life is a composite measure of physical, mental and social well-being, happiness and satisfaction involving many life situations, such as, health, marriage, family work, finance, educational opportunities, self-esteem, creativity, beingness and trust in others. The primary feature of subjective well being includes subjectivity, positive measure and global assessment of all aspects of a person's life. Well-being has been defined as a dynamic state characterized by a reasonable amount of harmony between an individual's abilities, needs and expectations, and environmental demands and opportunities (Levi, 1987). It is connotated as a harmonious satisfaction of one's desire and goals (Checola, 1975). As such well being involves subjective satisfaction and individual pleasure depending upon psychological status of the individual and his environmental conditions. Psychological well-being is the subjective feeling of contentment, happiness, satisfaction with life's experiences and one's role in the world of work, sense of achievement, utility, belongingness, and no distress, dissatisfaction or worry etc. These things are difficult to evaluate objectively, hence the emphasis is on the term 'subjective well-being'. Well-being may be maintained in adverse circumstances and conversely, may be lost in favourable situation. It is related to but no dependent upon the physical or psychological conditions. The psychological well-being or development has only one prominent sign. It speaks of a mind that is peaceful and quiet (Krishnamurti, 1986).Job satisfaction is as old as human existence but studies on job satisfaction started only after Hoppock's study on skilled workers in 1935. Hoppock is a pioneer who not only coined the term jobsatisfaction but also had initiated the study by developing jobsatisfaction blank. Subsequently, job-satisfaction studies caught managers, supervisors and psychologists' attention. Job satisfaction phenomenon is so important that even today it occupies the relevance for both employees and employer as it is a hall-mark of almost all work related outcomes. After Hoppock's study there was a gradual increase of studies but since mid-1950's job satisfaction studies were at increase. Morse and Weiss (1955) and Veroff et al. (1960) studied satisfaction across various hierarchical levels. Porter (1961) reported that management personnel differ in their needsatisfaction. Again, Porter (1962) reported based on his study that need-satisfaction increased with ach hierarchical level of management for higher order needs (esteem need, autonomy need and self-actualisation need), while the lower order needs (security and social needs) were almost equal across all managerial levels. Lawler and Porter (1967) found significant correlation between satisfaction and performance. Herzberg et al. (1959) in their study found that the factor which were associated with high satisfaction (satisfiers) were somewhat different from the factors associated with no satisfaction (dissatisfiers).Witt (1994) studied main and interactive effects on the jobsatisfaction of variables assessing the person (disposition) and situation (organizational climate) across organizations. Disposition refers to the positive affects and negative affects scales. Results showed that perception of organizational support were more strongly related to job-satisfaction than was disposition. Ting ( 1997) findings threw light on the job-characteristics such as pay satisfaction, promotional opportunities, task clarity and significance of skill utilization as well as organizational characteristics such as organizational commitment and relationship with supervisors and co-workers have consistent significant effects on the jobsatisfaction of federal government employees.Hypothesis of the studyIt is expected that there would be no significant difference between psychological well being and job satisfaction among the engineers ofBarauni. …" @default.
• W2605849051 created "2017-04-28" @default.
• W2605849051 creator A5076370581 @default.
• W2605849051 date "2013-06-01" @default.
• W2605849051 modified "2023-09-23" @default.
• W2605849051 title "Job Satisfaction as a Function of Psychological Well Being of Engineers of Barauni Thermal Power" @default.
• W2605849051 hasPublicationYear "2013" @default.
• W2605849051 type Work @default.
• W2605849051 sameAs 2605849051 @default.
• W2605849051 citedByCount "0" @default.
• W2605849051 crossrefType "journal-article" @default.
• W2605849051 hasAuthorship W2605849051A5076370581 @default.
• W2605849051 hasConcept C112570445 @default.
• W2605849051 hasConcept C122980154 @default.
• W2605849051 hasConcept C142362112 @default.
• W2605849051 hasConcept C153349607 @default.
• W2605849051 hasConcept C15744967 @default.
• W2605849051 hasConcept C197253505 @default.
• W2605849051 hasConcept C2776420229 @default.
• W2605849051 hasConcept C2776453491 @default.
• W2605849051 hasConcept C2777113389 @default.
• W2605849051 hasConcept C2778999518 @default.
• W2605849051 hasConcept C2780945536 @default.
• W2605849051 hasConcept C542102704 @default.
• W2605849051 hasConcept C77805123 @default.
• W2605849051 hasConceptScore W2605849051C112570445 @default.
• W2605849051 hasConceptScore W2605849051C122980154 @default.
• W2605849051 hasConceptScore W2605849051C142362112 @default.
• W2605849051 hasConceptScore W2605849051C153349607 @default.
• W2605849051 hasConceptScore W2605849051C15744967 @default.
• W2605849051 hasConceptScore W2605849051C197253505 @default.
• W2605849051 hasConceptScore W2605849051C2776420229 @default.
• W2605849051 hasConceptScore W2605849051C2776453491 @default.
• W2605849051 hasConceptScore W2605849051C2777113389 @default.
• W2605849051 hasConceptScore W2605849051C2778999518 @default.
• W2605849051 hasConceptScore W2605849051C2780945536 @default.
• W2605849051 hasConceptScore W2605849051C542102704 @default.
• W2605849051 hasConceptScore W2605849051C77805123 @default.
• W2605849051 hasIssue "2" @default.
• W2605849051 hasLocation W26058490511 @default.
• W2605849051 hasOpenAccess W2605849051 @default.
• W2605849051 hasPrimaryLocation W26058490511 @default.
• W2605849051 hasRelatedWork W2077078880 @default.
• W2605849051 hasRelatedWork W2087955741 @default.
• W2605849051 hasRelatedWork W2121092840 @default.
• W2605849051 hasRelatedWork W2121450462 @default.
• W2605849051 hasRelatedWork W2141235211 @default.
• W2605849051 hasRelatedWork W2335146721 @default.
• W2605849051 hasRelatedWork W2339672669 @default.
• W2605849051 hasRelatedWork W2463022450 @default.
• W2605849051 hasRelatedWork W2557386726 @default.
• W2605849051 hasRelatedWork W2898024365 @default.
• W2605849051 hasRelatedWork W2903774138 @default.
• W2605849051 hasRelatedWork W2992153205 @default.
• W2605849051 hasRelatedWork W3032242391 @default.
• W2605849051 hasRelatedWork W3041467153 @default.
• W2605849051 hasRelatedWork W3123721040 @default.
• W2605849051 hasRelatedWork W3124233627 @default.
• W2605849051 hasRelatedWork W3125642095 @default.
• W2605849051 hasRelatedWork W3207616901 @default.
• W2605849051 hasRelatedWork W2615327236 @default.
• W2605849051 hasRelatedWork W3029267493 @default.
• W2605849051 hasVolume "3" @default.
• W2605849051 isParatext "false" @default.
• W2605849051 isRetracted "false" @default.
• W2605849051 magId "2605849051" @default.
• W2605849051 workType "article" @default.