Sources of well-being and commitment of staff in the Australian Disability Employment Services

Noblet, Andrew, Graffam, Joseph and McWilliams, John 2008, Sources of well-being and commitment of staff in the Australian Disability Employment Services, Health and social care in the community, vol. 16, no. 2, pp. 137-146.

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Title Sources of well-being and commitment of staff in the Australian Disability Employment Services
Author(s) Noblet, Andrew
Graffam, Joseph
McWilliams, John
Journal name Health and social care in the community
Volume number 16
Issue number 2
Start page 137
End page 146
Total pages 10
Publisher Blackwell Scientific Publications
Place of publication Oxford, England
Publication date 2008-03
ISSN 0966-0410
1365-2524
Keyword(s) Disability Employment Services
Employee well-being
Job satisfaction
Job strain
Organisational commitment
Psychological contract
Summary This study examined the role of working conditions in predicting the psychological health, job satisfaction and organisational commitment of personnel responsible for helping people with disabilities gain employment in the mainstream Australian labour market. The working conditions were assessed using two theories: the Job Strain Model (job demand, social support and job control) and Psychological Contract Theory (unwritten reciprocal obligations between employers and employees). In the case of the Job Strain Model, the generic dimensions had been augmented by industry-specific sources of stress. A cross-sectional survey was undertaken in June and July 2005 with 514 staff returning completed questionnaires (representing a response rate of 30%). Comparisons between respondents and non-respondents revealed that on the basis of age, gender and tenure, the sample was broadly representative of employees working in the Australian disability employment sector at that time. 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, while the more situation-specific stressors - treatment and workload stressors - were inversely related to psychological health (i.e. as concern regarding the treatment and workload stressors increased, psychological health decreased). Collectively, these findings suggest that strategies aimed at combating the negative effects of large-scale organisational change could be enhanced by addressing several variables represented in the models - particularly social support, job control, psychological contracts and sector-specific stressors.
Language eng
Field of Research 150305 Human Resources Management
HERDC Research category C1 Refereed article in a scholarly journal
HERDC collection year 2007
Copyright notice ©2008, Blackwell Scientific Publications
Persistent URL http://hdl.handle.net/10536/DRO/DU:30007621

Document type: Journal Article
Collections: Deakin Graduate School of Business
School of Psychology
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