Does Couples' Communication Predict Marital Satisfaction,or Does Marital Satisfaction Predict Communication?

The quality of communication between spouses is widely assumed to affect their subsequent judgments of relationship satisfaction, yet this assumption is rarely tested against the alternative prediction that communication is merely a consequence of spouses' prior levels of satisfaction. To evaluate these perspectives, newlywed couples' positivity, negativity, and effectiveness were observed four times at 9‐month intervals, and these behaviors were examined in relation to corresponding self‐reports of relationship satisfaction. Cross‐sectionally, relatively satisfied couples engaged in more positive, less negative, and more effective communication. Longitudinally, reliable communication‐to‐satisfaction and satisfaction‐to‐communication associations were identified, yet neither pathway was particularly robust. These findings raise important doubts about theories and interventions that prioritize couple communication skills as the key predictor of relationship satisfaction, while raising new questions about other factors that might predict communication and satisfaction and that strengthen or moderate their association.     

Does Similarity Breed Marital and Sexual Satisfaction?

This study examined the effect of socioeconomic–cultural homogamy on the marital and sexual satisfaction of Hong Kong Chinese couples. Using a representative, territory-wide sample of 1,083 first-time married heterosexual couples, this study found that wives were generally less satisfied than their husbands with their marital and sexual relationships. Husbands were more likely to be satisfied with their marriages when they were two to four years older than their wives than when they were of similar age to their wives (i.e., within one year of each other), but they were less likely to be satisfied with their marriages when only their wives were employed than when both partners were employed. In addition, they were less likely to be satisfied with both their marital and sexual relationships when their wives were five or more years older. Wives with an older husband were more likely to be sexually satisfied than wives of the same age as their husband, but they were less likely to be satisfied with their marriages when they were better educated than their husbands. The implications of the findings are discussed.     

Does Charging Nonprofit Volunteers Affect Their Satisfaction?

Nonprofits that offer volunteer experiences in foreign countries have long charged fees to their volunteers, but recently some other nonprofit organizations have begun to charge as well. Volunteer attitudes toward such fees have not previously been studied. Product marketing research has suggested that fees can sometimes improve participants’ evaluation of their experience, but public service motivation research seems to suggest that fees will diminish participants’ satisfaction. This study examines the attitudes toward fees of 4,400 volunteers who paid $310 to participate in a week‐long project that built and repaired housing in Appalachia. Although a third of volunteers believed that the fee enhanced their appreciation of the program, an equal proportion disagreed. An even larger percentage of the volunteers believed the fee discouraged some volunteers. Concerns with fees were more common among youth volunteers than adult volunteers and among those who volunteered for altruistic rather than for career reasons. Most volunteers, even those critical of fees, were positive about their volunteer experience, but those who were least positive about the fees were also somewhat less positive about their experience. These results suggest that decisions about volunteer fees must balance the benefits of additional funds for enhanced client services against the likelihood of discouraging some potential volunteers, especially younger or more altruistic volunteers.     

Domestic Labor and Marital Satisfaction: How Much or How Satisfied?

Abstract

Using questionnaire data from 96 couples, we examined the relationship between respondents' domestic-labor performance, domestic-labor satisfaction, and marital satisfaction. We analytically separated the dimensions of domestic labor (i.e., household tasks, emotion work, and childcare) and ran separate analyses for men and women. We found that the amount of labor performed is associated with satisfaction with emotion work and childcare arrangements, but not the household task arrangement. Satisfaction with domestic-labor arrangements mediated the relationship between actual domestic-labor performance and marital satisfaction, and the central role of emotion work emerged in our analysis.     

What Factors Influence Marital Satisfaction? Differences Between First and Second Marriages

This study examined differences in marital satisfaction between first and second marriages and how additional factors can help explain satisfaction differences between the marriage types. Participants in first marriages reported higher levels of satisfaction than remarried individuals. Regression analyses demonstrated marriage type to be a moderator of satisfaction in second marriages; as education increased, satisfaction also increased. Length of marriage was found to significantly influence satisfaction in first marriages, but not second marriages. In both first and second marriages, participants currently in counseling reported lower satisfaction scores. The need to understand remarriages' distinct characteristics apart from first marriages is discussed.     

Self- and Spouse-Reported Work–Family Conflict and Dual-Earners’ Job Satisfaction

We add to the literature on job satisfaction by examining the role played by self-reported and spouse-reported work–family conflict for dual-earner husbands and wives (N = 156 couples, 312 individuals), a contagion model of work and family. Two path models of job satisfaction were tested: a spillover model, including the respondent's work-to-family conflict and family-to-work conflict, and a crossover model, including the spouse's perception of the respondent's work-to-family conflict. Workplace and family/respondent characteristics were also included in the models. For wives, job satisfaction is associated with family-to-work conflict (spillover). For husbands, job satisfaction is associated with his spouse's perception of his work-to-family conflict (crossover). For both husbands and wives, coworker support is both directly and indirectly associated with job satisfaction.     

Cohabitors’ Reasons for Living Together,Satisfaction with Sacrifices,and Relationship Quality

The purpose of our study was to identify both negative and positive associations of cohabitation with relationship quality. Using a sample of 280 cohabitors, we examined how reasons for cohabitation (i.e., spending time together, testing the relationship, and convenience) are associated with relationship quality (i.e., commitment, satisfaction, ambivalence, and conflict) as moderated by satisfaction with sacrifices. Results showed that a higher score on spending time together as a reason for cohabitation was linked with greater commitment and satisfaction and lower ambivalence and conflict, even when cohabitors reported lower satisfaction with sacrifices. In contrast, a higher score on testing the relationship as a reason for cohabitation was linked with more ambivalence regardless of the level of satisfaction with sacrifices. Finally, a higher score on convenience as a reason for cohabitation was linked with lower commitment, including when cohabitors reported lower satisfaction with sacrifices. Collectively, our results are important in demonstrating the positive and negative aspects of cohabitation in association with relationship quality and when satisfaction with sacrifices moderates such associations.     

Does Financial Satisfaction Vary Depending on the Funding Strategy Used to Pay for College?

This study sought to determine whether the levels of financial satisfaction reported by college undergraduates and graduates differ in relation to whether they funded their college education by working or borrowing or a combination of the two. Data for this study came from a survey sample of full-time freshmen that formed the basis of a longitudinal study conducted at a large public university. Funding sources examined were grouped into those who worked only, those who borrowed only, those who worked and borrowed, and those who used grants, scholarships, or other sources of money to fund their college education. Compared to those who had student loans, those who had financed college with grants, scholarships, or other money (usually from family and/or friends) were more likely to report greater financial satisfaction than those who had used student loans to pay for college. There was evidence that this was only true during college rather than after college. The results obtained suggest that merely possessing a student loan may not necessarily decrease the level of financial satisfaction as many suspect, especially considering other funding alternatives such as working during college. While there was no significant impact of these funding strategies on financial satisfaction either during or after college, there was evidence for possible thresholds at which overall student loan balances may begin to erode financial satisfaction. The results obtained suggest that student loans may not decrease the level of financial satisfaction as much as many have suspected when compared with working to pay for college, as long as the amount of the student loan is not excessive, and is not accompanied by other types of debt (which also reduced financial satisfaction).

     

Teaching Characteristics and Student Satisfaction: Impact on Social Work Students’ Interest in Policy

ABSTRACT

Social work educators are charged with the important task of preparing students to carry out the noble mission to focus on the needs and empowerment of people who are vulnerable, oppressed, and living in poverty. Educators, particularly those who teach social policy, understand that to achieve this mission, it is imperative for social workers to be trained to engage in structural and policy change efforts, regardless of interest in clinical or macro practice. This study explored the characteristics, if any, that make policy instructors in social work effective, as well as instructor characteristics that promote interest in policy work in social work professional practice.     

Effects of Reputation,Relational Satisfaction,and Customer–Company Identification on Positive Word-of-Mouth Intentions

By combining the growing body of knowledge on organizational reputation and organization—public relationships with insights from marketing literature on customer–company identification, this study develops and tests models of customers' positive word-of-mouth (WOM) intentions. Specifically, this study examines the effects of organizational reputation and relational satisfaction on customers' positive WOM intentions, and the critical mediation role of customer–company identification in such effects. The proposed models illustrate tenable data-model fits, and the results indicate that organizational reputation and relational satisfaction predict customers' positive WOM intentions. More important, customer–company identification mediates the influence of organizational reputation on positive WOM intentions. The findings of this study suggest that, to promote customers' positive WOM intentions, companies need to obtain a favorable reputation held by customers and cultivate a satisfactory relationship with customers, while fostering customer–company identification.     

Stepchildren’s Communicative and Emotional Journey from Divorce to Remarriage: Predictors of Stepfamily Satisfaction

This study explores the emotional and communicative profiles of young adults who have experienced a parental divorce and the emergence of a stepfamily to better understand influences on stepfamily satisfaction. Results of regression analyses indicate that strong negative emotions experienced at the time of the divorce are a negative predictor of current stepfamily satisfaction, even after controlling for age at the time of the divorce. In addition, level of open self-disclosure to a stepparent, although not parents, is a positive predictor of current stepfamily satisfaction. Finally, the extent to which the father has now fully explained the circumstances of the divorce is a positive predictor of current stepfamily satisfaction, whereas the extent to which mother has now fully explained the circumstances of the divorce is a negative predictor of current stepfamily satisfaction. These findings are discussed and future directions for research on stepfamily interaction and satisfaction are offered.     

Happy Doing Good? How Workers' Career Orientations and Job Satisfaction Relate in Grassroots Human Services

ABSTRACT

Job satisfaction has long been a focus of human services managers and researchers. Yet recent trends in what workers want from their jobs and careers may challenge the current understanding of this important phenomenon. There is limited understanding, in particular, of human services workers' potentially diverse orientations toward their work and how those preferences relate to job satisfaction. These factors are considered using unique data from a population of domestic violence agencies. Results show that newer human services employees report valuing opportunities for entrepreneurialism at work more than their veteran coworkers, while senior staff state stronger preferences for jobs that facilitate work-life balance. Across all employees, a preference for work seen as advancing a social cause is positively linked to job satisfaction, while a desire for job autonomy is negatively related to satisfaction. Finally, the work-life balance preferences only of newer staff are positively related to their satisfaction. The article concludes with a discussion of strategies for managing employees' multidimensional preferences for work.     

CONSEQUENCES OF BLACK EXCEPTIONALISM? Interracial Unions with Blacks,Depressive Symptoms,and Relationship Satisfaction

Using data from Wave 4 (2008) of the National Longitudinal Study of Adolescent Health (N = 7,466), we examine potential consequences of black exceptionalism in the context of interracial relationships among nonblack respondents. While increasing racial diversity and climbing rates of interracial unions have fostered the notion that racial boundaries within the United States are fading, our results add to the accumulating evidence that racial/ethnic boundaries persist in U.S. society. Results suggest that among non-Black respondents there is more stigma and disapproval attached to relationships with Blacks than there are to relationships with members of other racial/ethnic groups. Specifically, our results indicate that nonblack individuals with black partners have significantly more depressive symptoms and less relationship satisfaction than their counterparts with nonblack partners, regardless of respondent race and whether the nonblack partner is the same versus a different race from the respondent. Further, the relationship between partner race and depressive symptoms is partially and significantly mediated by relationship satisfaction.     

Quality Differences of Public,For-Profit and Nonprofit Providers in Scandinavian Welfare? User Satisfaction in Kindergartens

VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations - Research on differences between public, for-profit, and nonprofit providers of welfare services has provided mixed...     

Evaluation of job satisfaction in a sample of Spanish social workers through the ‘Job Satisfaction Survey’ scale

The objective of this study is to determine the level of job satisfaction experienced by social workers and to establish whether there are significant differences between the various levels of job satisfaction and a series of personal features and job characteristics. The participants were 947 social workers (861 women and 86 men) belonging to 35 of the 36 Professional Associations existing in Spain. The measurement tool used is the Job Satisfaction Survey scale, designed by Spector [2002. Psicología Industrial y Organizacional: Investigación y Práctica [Industrial and organizational psychology: Research and practice]. México: Manual Moderno]. The results show that the social workers surveyed experience moderate levels of job satisfaction (M?=?115.8; SD?=?21.4). The intrinsic factor that seems to have the greatest positive influence on job satisfaction is the nature of the job, while the extrinsic factors of pay, fringe benefits, and operating conditions are the ones that contribute most to job dissatisfaction, and social workers have no control over any of them.     

Satisfaction and ‘comparison sharing’: What influences Swedish parents satisfaction with the sharing of parental leave?

Despite the high degree of flexibility and generosity in Sweden's parental leave program, one fifth of parents are not satisfied with the sharing of parental leave. This paper investigates whether ‘comparison sharing’, the sharing of parental leave by other comparable couples, influences the probability of satisfaction. Results show that comparison sharing impacts satisfaction for women, and that those women who share more equally than their peers are more likely to be satisfied, whereas comparison sharing has no influence on satisfaction for men. Also, parents are less likely to be satisfied if their work situation determines the sharing of parental leave.     

How Do Volunteer’s Experiences of Organizational Facilitators Influence Their Satisfaction and Loyalty: An Example of Hospital Volunteers

The volunteer experience in organizational context has received far less scrutiny. Studies have indicated specific organizational settings, such as schedule flexibility, orientation and training, empowerment, social interaction, reflection, and rewards, and each has certain influences on their satisfaction and intention of remain. But we do not know their combined impact as organizational facilitators. This study focused on a sample of hospital volunteering, which occupies the largest service hours of volunteering work in Taiwan. We explored the experience of organizational facilitators that affect the satisfaction and loyalty of the volunteers from 868 valid questionnaires in a metropolitan hospital. The results showed that volunteers with more experiences on social interaction, reflections, and rewards, were more satisfied. In term of loyalty, volunteers with higher satisfaction showed higher willing to remain, recommend, accept services, and donate. Furthermore, because of flexible schedules and preferable rewards, the volunteers were more willing to remain; because of more training, higher social interaction, reflections, and rewards, the volunteers were more willing to recommend volunteering and accept services. Additionally, less flexible schedules, better empowerment, and more reflections as well as rewards influenced volunteers to be more motivated to donate. Implications of organizational efforts toward the hospital volunteer management are discussed.