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The job satisfaction-job performance relationship: a qualitative and quantitative review

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... One widely studied construct in organizational behavior and industrial psychology is job satisfaction (Judge et al., 2001). Job satisfaction refers to a person's positive or negative attitude regarding the work environment and employment (Issam, 2008;Judge et al., 2001). ...
... One widely studied construct in organizational behavior and industrial psychology is job satisfaction (Judge et al., 2001). Job satisfaction refers to a person's positive or negative attitude regarding the work environment and employment (Issam, 2008;Judge et al., 2001). Job satisfaction stems from the type of job an employee is occupied with and the responsibilities related to the job. ...
... whether performance or satisfaction. Judge et al. (2001) examined seven models of the performance-satisfaction relationship and found that some scholars argue that job satisfaction results in performance (e.g., Keaveney & Nelson, 1993;Shore & Martin, 1989), whereas others contend that performance causes job satisfaction (Naylor et al., 1980;Olson & Zanna, 1993). The behavioral scholars from expectancy theory suggest that "good performance leads to rewards which, in turn, lead to job satisfaction" (Lawler & Porter, 1967: p. 23). ...
Article
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The COVID‐19 global pandemic has adversely affected educational institutions worldwide, resulting in frequent mandatory lockdowns and social distancing rules. After waiting for a brief period, most organizations, including educational institutions, moved their operations from traditional in‐class to virtual, web‐based teaching‐learning. As a result of unprecedented change, faculty, students, and administrators faced several challenges. However, how the educational institutions were coping with this challenging situation remained an important question. To address this, we present Knowledge Management Process (KMP), Knowledge Management System Infrastructure (KMSINF), and Knowledge Management System Quality (KMSQU) as resilient strategies to convert the challenges into opportunities. Using the KM processes and practices, a complex model is constructed to positively influence employee commitment, performance, and job satisfaction. A survey instrument was used to collect data from 747 faculty members from 14 higher educational institutions in the southern part of India. After testing the measurement properties using the Lisrel package of structural equation modeling, the complex model was tested using Hayes PROCESS macros. The results indicate (i) KMP is positively related to performance and employee commitment, (ii) employee commitment mediates the relationship between KMP and performance, (iii) KMSINF moderates the relationship between KMP and employee commitment, (iv) KMSQU moderates the moderated relationship between KMP and KMSINF in influencing the employee commitment, and (v) performance is positively related to job satisfaction. The results suggest that KM processes, system infrastructure, and system quality are effective, resilient strategies to bring educational institutions to normal functioning during the present global pandemic. The implications for KM, employee commitment, and job satisfaction are discussed.
... Relative to loss spirals, it is expected that reduced job satisfaction will result in reduced feelings of commitment towards work, reduced investments of resources into work, and ultimately reduced job performance. This is consistent with a prominent theme in the job satisfaction-job performance literature indicating the attitudes lead to behaviors (Judge, Thoresen, Bono, & Patton, 2001). Thus, instead of simply being identified as an outcome to exhaustion in public accounting, job satisfaction may potentially act as a mediator between exhaustion and job performance in the profession. ...
... The global approach to understanding job satisfaction focuses on an individual's overall positive (or negative) evaluation of the job or job situation (Spector, 1997). Lower job satisfaction has been examined as a potential antecedent to negative workrelated outcomes including reduced job performance, absenteeism, reduced citizenship behavior, and increased turnover intentions (Saxton, Phillips, & Blakeney, 1991;Judge et al., 2001;Cropanzano et al., 2003;Bowling & Hammond, 2008). Particularly salient to this study, several prior studies have linked job satisfaction with productivity (Schleicher, Watt, & Greguras, 2004;Ng, Sorensen, & Yim, 2009;Spagnoli, Caetano, & Santos, 2012). ...
... While both reduced job satisfaction and reduced job performance are established negative outcomes of burnout, evidence exists, supported by COR theory, that decreased job satisfaction occurs first. Judge et al. (2001) distilled prior job performance-job satisfaction research into seven models conceptualizing the relationship between these two constructs. Although the researchers noted no single model conclusively defined this relationship, one of the models they extracted from extant research indicates a causal effect of job satisfaction on job performance. ...
Article
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Best practices for implementing experiential learning component into accounting curriculum.
... Ως επαγγελµατική ικανοποίηση ορίζεται ο βαθµός στον οποίο ένας/μία εργαζόµενος/η είναι ικανοποιηµένος/η από τον εργασιακό του/της ρόλο (Hoy & Miskel, 1996). Συγκεκριμένα, διαπιστώνεται πως οι εκπαιδευτικοί οι οποίοι/ες νιώθουν ικανοποιηµένοι/ες από βασικές διαστάσεις της εργασίας τους (π.χ., φύση της εργασίας, προοπτικές εξέλιξης, οικονοµικές απολαβές) συνήθως εκφράζουν μια θετικότερη οπτική απέναντι σε επεισόδια μαθητών/ριών με διαταρακτική συμπεριφορά (υψηλή αντιλαμβανόμενη σοβαρότητα / ικανότητα διαχείρισης, δηλούμενη εμπλοκή και συνεργασία) (Coladarci, 1992;Hong, Tan, & Bujang, 2010;Judge, Thoresen, Bono, & Patton, 2001;Somech & Drach-Zahavy, 2000;Zeinabadi, 2010;Zeinabadi & Salehi, 2011). ...
... Βάσει της θεωρητικής ανασκόπησης, αναμενόταν ότι οι απαντήσεις των εκπαιδευτικών Πληροφορικής απέναντι στα υποθετικά σενάρια ριψοκίνδυνης διαδικτυακής χρήσης στη σχολική ηλικία (αντιλαμβανόμενη σοβαρότητα / ικανότητα παρέμβασης, ανησυχία, ενσυναίσθηση/δυσαρέσκεια) προβλέπουν θετικά την δηλούμενη πιθανότητα παρέμβασής τους σε αυτά (Υπόθεση 1) (Bauman & Del Rio, 2006;Boulton et al., 2014;Craig et al., 2000;Dedousis-Wallace et al., 2014;VanZoeren & Weisz, 2017;Yoon, 2004;Yoon & Kerber, 2003). Επίσης, αναμενόταν ότι η ικανοποίηση των εν λόγω εκπαιδευτικών από βασικές διαστάσεις της εργασίας τους ποβλέπει θετικά την δηλούμενη πιθανότητα παρέμβασής τους στα υποθετικά σενάρια τόσο άμεσα (Υπόθεση 2 α ) όσο και έμμεσα διαμέσου των υπόλοιπων απαντήσεών τους σε αυτά (αντιλαμβανόμενη σοβαρότητα / ικανότητα παρέμβασης, ανησυχία, ενσυναίσθηση) (Υπόθεση 2 β ) (Coladarci, 1992;Hong et al., 2010;Judge et al., 2001;Somech & Drach-Zahavy, 2000;Zeinabadi, 2010;Zeinabadi & Salehi, 2011). ...
... Τα παραπάνω ευρήματα, αναφορικά με την άμεση και έμμεση προγνωστική αξία της επαγγελματικής ικανοποίησης των εκπαιδευτικών Πληροφορικής επιβεβαιώνουν μερικώς τις Υποθέσεις 2 α και 2 β αντιστοίχως. Επιπλέον, συμφωνούν με διεθνείς μελέτες που διαπιστώνουν ότι η ικανοποίηση των εκπαιδευτικών από βασικές διαστάσεις της εργασίας τους (φύση της δουλειάς, εργασιακές συνθήκες, προοπτικές προαγωγής, οικονομικές απολαβές) επηρεάζουν θετικά την απόφασή τους να αξιολογήσουν ως σοβαρά επεισόδια μαθητών/ριών με διαταρακτική συμπεριφορά, την εμπιστοσύνη που έχουν στον εαυτό τους να τα διαχειριστούν, την προθυμία τους να εφαρμόσουν προγράμματα πρόληψης και, γενικώς, την εργασιακή δέσμευση και εμπλοκή τους (Hong et al., 2010;Judge et al., 2001;Ololube, 2006). Το να αισθάνονται, δηλαδή, οι εκπαιδευτικοί Πληροφορικής ικανοποιημένοι/ες από το εργασιακό καθεστώς που τους/τις πλαισιώνει δημιουργεί μια θετική προδιάθεση στη σχολική τους καθημερινότητα (Bandura, 1997), με αποτέλεσμα να αυξάνεται και η πιθανότητα να εμπλακούν υπεύθυνα, πρόθυμα και με σιγουριά σε ζητήματα που άπτονται πλέον των σχολικών τους καθηκόντων και θίγουν την ψυχική ευημερία των μαθητών/ριών, όπως η ριψοκίνδυνη διαδικτυακή χρήση. ...
Conference Paper
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Σκοπός της παρούσας έρευνας ήταν να διερευνήσει τις αντιλήψεις εκπαιδευτικών Πληροφορικής απέναντι στη ριψοκίνδυνη διαδικτυακή χρήση στην Πρωτοβάθμια εκπαίδευση, εξετάζοντας παράλληλα το ρόλο της επαγγελματικής ικανοποίησης στη διαμόρφωση των υπό μελέτη αντιλήψεων. Στην έρευνα συμμετείχαν 138 εκπαιδευτικοί Πληροφορικής από δημοτικά σχολεία κυρίως της Κεντρικής Μακεδονίας και της Αττικής συμπληρώνοντας ηλεκτρονικά ένα ερωτηματολόγιο αυτο-αναφοράς. Βάσει των αποτελεσμάτων, οι εκπαιδευτικοί Πληροφορικής εμφανίζονται ευαισθητοποιημένοι/ες απέναντι σε υποθετικά σενάρια ριψοκίνδυνης διαδικτυακής χρήσης από μαθητές/ήτριες και πρόθυμοι/ες να παρέμβουν, ωστόσο δε νιώθουν αρκετά ικανοί/ές να τα διαχειριστούν. Επιπλεον, οι αναλύσεις διαδρομών έδειξαν πως η δηλούμενη πιθανότητα παρέμβασης των εκπαιδευτικών στα σενάρια προβλέπεται άμεσα και θετικά από την αντιλαμβανόμενη σοβαρότητα και ικανότητα παρέμβασης που δηλώνουν απέναντι στα σενάρια. Τέλος, η επαγγελματική ικανοποίηση των εκπαιδευτικών προβλέπει άμεσα αλλά και έμμεσα τη δηλούμενη πιθανότητα παρέμβασης στα σενάρια, διαμέσου της αντιλαμβανόμενης σοβαρότητας και ικανότητας παρέμβασης που αναφέρουν ως προς αυτά. Τα παραπάνω ευρήματα συμβάλλουν στο σχεδιασμό σχετικών επιμορφωτικών δράσεων προς τους εκπαιδευτικούς Πληροφορικής, εγείροντας προβληματισμούς αναφορικά με το υπάρχον εργασιακό τους καθεστώς.
... Techno-invasion is a problem that has garnered worldwide attention [7,8], especially in China, where difficulties with establishing a balance between work and family pose a challenge to the country's familyoriented culture [9], which may affect various job outcomes, such as role stress [6], job anxiety [10], job burnout [7], job satisfaction [11,12], individual productivity [6,13] and IT-enabled innovation [14]. Among these job consequences, job satisfaction can reflect the extent to which employees perceive and recognize their working conditions and status and is related to job outcomes such as job performance [15], turnover intentions [16], and workplace well-being [17]. Job satisfaction has been extensively examined in technostress research [18,19], however, to date, the influence of techno-invasion on job satisfaction has remained unclear. ...
... Job satisfaction is defined as a positive emotional state generated after an evaluation of work [15] and reflects how much employees like their jobs [17]. Because techno-invasion is becoming a widespread phenomenon due to an increase in WU IWH [4,5], future studies would likely benefit from research that examines the effect of techno-invasion on job satisfaction among modern employees. ...
Article
BACKGROUND: While the intensive work-related use of information and communication technologies after working hours have led to increased techno-invasion, much less is known regarding whether and for whom techno-invasion influences job satisfaction. OBJECTIVE: Drawing on the conservation of resources theory and person-environment fit theory, this study examined the relationship between techno-invasion and decreased job satisfaction. Specific attention was paid to the moderating effect of boundary preference for segmentation and its joint influence with marital status on this relationship. METHODS: Questionnaire data were collected by an online survey of a nationwide and diverse sample of 472 employees from China. Data were analyzed using descriptive statistics, confirmatory factor analysis and hierarchical regression analysis. RESULTS: We found that techno-invasion negatively correlated with job satisfaction, which was strengthened by boundary preference for segmentation. Furthermore, the results of a three-way interaction effect suggested that the moderating role of boundary preference for segmentation on the relationship between techno-invasion and job satisfaction is stronger for unmarried employees than it is for married ones. CONCLUSIONS: The effect of techno-invasion on employees’ job satisfaction can be strengthened or weakened by their boundary preference for segmentation and marital status.
... Asif and his co-workers (2016) revealed that teacher's greatest indicator of fulfillment was student's achievement, and there is a modest relationship between job satisfaction and academic performance in other words, happy workers are more productive ones, at least to some extent (Judge et al., 2001). Our study is consistent with recent evidence that the job satisfaction-performance relationship is strongest in complex jobs in which employees have additional autonomy to complete their work (Judge et al., 2001). ...
... Asif and his co-workers (2016) revealed that teacher's greatest indicator of fulfillment was student's achievement, and there is a modest relationship between job satisfaction and academic performance in other words, happy workers are more productive ones, at least to some extent (Judge et al., 2001). Our study is consistent with recent evidence that the job satisfaction-performance relationship is strongest in complex jobs in which employees have additional autonomy to complete their work (Judge et al., 2001). It was seen among with English and Science teachers, which were at same levels of job satisfaction. ...
Article
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The present study was conducted on 160 teachers of different subjects (Hindi, English, Mathematics and Science) of secondary level under public sector schools to assess their job satisfaction. Results suggested that job satisfaction level was found maximum in mathematics subject teachers and minimum in Hindi. The key findings of this study was lack of better opportunity, low salary and the work that an individual find boring are certain issues which affect teacher's responsibility. Low level of satisfaction was a significant cause to move out from their objectives and it proportionally affects learning methodology of students.
... An employee's performance is related to job satisfaction and attitudes (Judge et al. 2001), as well as behaviors. In addition, a strong sense of ownership and connection to the organization's values and goals will increase the level of performance (Rageb et al. 2013). ...
Article
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Burnout should be seen as an important phenomenon influencing the services provided by police forces, due to its high exposure to stressful events. The study sought to examine the impact of burnout on performance and turnover intention of Portuguese police forces, as well as to analyze the moderating effect of compassion satisfaction (CS) on this relationship. Data were collected in 2021 from 1.682 Portuguese police officers, using individual surveys. The results showed that (1) burnout is negatively related to performance; (2) burnout is positively related to turnover intention; (3) CS, although it has a positive effect on performance, does not assume a moderating role, as expected, in the relationship between burnout and performance; (4) CS assumes a moderating role in the relationship between burnout and turnover intention. That is, when a person who still suffers from burnout feels CS, it decreases the intention to leave the organization. The implications and the bearings of this study are discussed and presented regarding the theoretical, empirical and practical perspectives in order to better support both the comprehension of burnout in police officers and offer the best practical recommendations.
... Job satisfaction is also defined as the interrelated collection of psychological, physiological, and environmental circumstances that allow workers to confess that they are happy with their work (Chuang and Lei, 2011;Zopiatis et al., 2014;Lu et al., 2016;Hoboubi et al., 2017). There is no doubt that work stress negatively affects employee's job satisfaction (Shani and Pizam, 2009;Griffin et al., 2020), where job satisfaction is closely related to employees' behavior and performance in the workplace (Okumus et al., 2019;Judge et al. 2001). ...
Research
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The hotels' success depends on many factors in achieving its goals where the employees' psychological, physiological health are among the most important of these factors. Job stress is one of the main topics that attracted the researchers' attention in the past few years because of its negative effects on the employees' health and the success of the organization. So, the present research aims to examine job stress and its impact on employees' performance and turnover intention through Job satisfaction of employees as a mediator variable in three-star hotels in Alexandria city in Egypt. The research depends on using a quantitative research approach to test the research hypotheses. The primary data were collected via a questionnaire survey from employees at three-star hotels in Alexandria City in Egypt which counted nine hotels according to (EHA, 2018), during the period in June to September of 2021. The sample was randomly selected to be a representation of the population. To achieve the objectives of the research, 200 questionnaire forms were distributed. While 9 were invalid. This made 191 valid forms with a response rate was (95%). Statistical analyses were performed by SPSS version 23 software and the WarpPLS version (5) is used for SEM analysis. Research results are significant at p ≤ 0.01. The results revealed that job stresses significantly affect the job satisfaction of hotels' employees. In addition, employees' job satisfaction has a positive and significant influence on employees' performance and employees' turnover intention. Insights are provided to develop and ensure effective strategies of continuous improvement, training, and learning to enhance employees' competencies for seeking work-related problems and find creative solutions for these problems and relieve their stresses.
... Employee participation, feedback, and goal clarity have been shown to be positively related to job satisfaction, which is a predictor of productivity and performance. The occurrence of an individual being covered by a PA system is also of economic significance (Nathan, Mohrman and Milliman 1991;Fletcher and Williams, 1996;Judge, Bono, Thoresen, and Patton 2001;Patterson, Warr, and West 2004;Whitman, Van Rooy, and Viswesvaran 2010). ...
Article
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Effective HRM Practices as Enabler to Employee Job Satisfaction Article DOI: 10.48028/iiprds/ .v5.i1.03 ijaraebp ithout employees, organizations do not exist. To achieve the desired W goals, organizations use all available resources, including human, physical, and financial resources. Every firm requires outstanding abilities and consistent efforts from its employees in order to achieve and retain success. The purpose of this research was to look into the link between human resource management practices and job satisfaction. The research model primarily included recruitment and selection, training and development, and performance appraisal practices. The resource-based view theory served as the overarching theory for this research. A random sampling methodology was used to choose 230 workers of National Lottery Regulatory Commission from a population of 1600. However, for the final analysis, 203 sets of questionnaires were validly recovered from the disseminated sets of questionnaires. Correlation and multiple regression analysis were used to examine the survey responses. To evaluate the proposed model, the researchers used multiple regression analysis. According to the findings of this study, the three HRM strategies evaluated have a positive significant association with job satisfaction. In terms of overall model contribution, the HRM practices under study explained 55.4 percent. The most important component in an individual's contribution to the model is training and development. In the same vein, recruitment and selection as well as performance appraisal were found to be significantly related to job satisfaction as well. As a result, the agency under study is encouraged to offer adequate training to their workers. Also, a recruitment and selection procedure should be unbiased and strictly merit-based.
... The success of an organization in enhancing job satisfaction correlates significantly with organizational productivity (Lee & Lee, 2019). However, the employee's wellbeing, both married man and woman, can negatively or positively affect job performance and, to some extent, job satisfaction (judge, Bono, Thoresen, & Patton, 2001). Thus, we proposed the following hypotheses. ...
Article
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Since emotional intelligence receives much attention in the context of academic success and intellectual humility is frequently studied in the context of career path, research concerning the relationship between emotional intelligence and intellectual humility on academic achievement is a necessity. This study aims to investigate that relationship while contributing to higher education on the insight to an employable graduate. The quantitative approach was implemented as the research framework by applying independent t-test and multiple regression in the first and second phases respectively. We found that the total score of intellectual humility and emotional intelligence for students (male and female) in the first year have a significant effect, while only the total score of intellectual humility among male in the second year has a significant effect on GPA (n = 531). Acknowledging academic achievement is an important variable in student’s academic process and intellectual humility to continuously plan, adapt, adjust, and evaluate their set of competencies, while simultaneously their engagement in a non-academic activity should be fostered. Besides, we suggest a mentor programme on both career and academic dimensions to make them enjoy and comfortable during their educational process. An understanding of IH during the educational process is impossible without serious attention to emotion, including the religious dimension.
... Job satisfaction has been defined as a positive emotional state that results from an appraisal of one's job (Locke, 1976) and as such, relates to an individual's affective response to the job (Hackman and Oldham, 1975). Job satisfaction has been shown to correlate with performance across a wide range of studies (e.g., Judge et al., 2001). At the same time, most empirical research on teacher motivation originates in the United States even though educational contexts, cultures, and labor market conditions vary across countries (Heinz, 2015). ...
Article
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Purpose – Drawing upon the cross-cultural adjustment model and self-determination theory, this study investigated the influence of cross-cultural adjustment (CCA: work, interactional, and general adjustment) and motivation (autonomous and controlled) on the innovative work behavior of self-initiated expatriates (SIEs). Design/methodology/approach – Multi-source data were collected from 213 SIEs and their supervisors working in the United Arab Emirates to provide an understanding of the role of SIEs’ cross-cultural adjustment and motivation and their innovative work behavior. Findings – Findings indicated that work, interactional, and general adjustment are positively related to innovative work behavior. Autonomous motivation positively predicts innovative work behavior, while controlled motivation does not. Additionally, autonomous motivation moderated the effects of work adjustment and interactional adjustment on SIEs’ innovative work behavior, whereas controlled motivation moderates the effect of general adjustment on SIEs’ innovative work behavior. Originality/value – Self-initiated expatriates (SIEs) are regarded as talents that have the skills and valuable knowledge gained from their international experience and can be utilized in organizations to perform innovative work behaviors. However, SIEs face adjustment challenges that may hinder their ability to be innovative. Despite their potential as innovation drivers in organizations, there are few studies on the factors that affect SIEs’ innovative behavior. This study contributes to the literature by examining the effects of adjustment and motivation on SIEs’ innovative work behavior.
... Zufriedene Arbeitnehmer wiederum sind mit einer höheren Motivation tätig, leistungsstärker und identifizieren sich enger mit der Organisation (z. B.Judge et al., 2001).Auch im Kommunikationsmanagement sind traditionelle Strukturen immer noch weit verbreitet. So sind Veröffentlichungen von Pressemitteilungen und manchmal sogar von Posts in sozialen Medien oft mit kaskadierten Entscheidungsprozessen hinterlegt, und es gibt Anweisungen und Freigabeprozesse. ...
Book
Eine konstruktive Beschreibung des Spannungsverhältnisses beider Berufsfelder Technologische ökonomische und praktische Aspekte werden anhand von zahlreichen Praxisbeispielen veranschaulicht Die Autor*innen erläutern konkrete Beispiele für Konvergenz und Konkurrenz aus verschiedenen Perspektiven
... Moreover, studies (e.g. Judge, Thoresen, Bono & Patton, 2001) demonstrated positive correlations between job characteristics (Skill variety, task identity, task significance, task autonomy and feedback) and job satisfaction. ...
Article
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Considering the theoretical assumptions of the affect model linking job characteristics to job satisfaction, this cross-sectional survey investigated job characteristics as predictors of job satisfaction among one hundred and ninety (190) police officers in Enugu urban comprising 125 males and 65 females between the ages of 20 to 59 years (M = 36.83, SD = 6.07) sampled using multi-stage sampling (cluster and systematic sampling techniques). The 21-item Job Characteristics Scale (Hackman & Oldham, 1975) and 20-item Minnesota Satisfaction Questionnaire (Weiss, Dawis, England & Lofquist, 1967) were administered for data collection. Application of multiple regression as statistical test revealed that job characteristics jointly predicted job satisfaction, R 2 = .09, F = 2.63, P < .05 level of significance, whereas only autonomy independently predicted job satisfaction, β = .61, t = 3.42, at p <.05 level of significance, hence the need for policy makers in Nigeria Police Service Commission to consider job characteristics especially job autonomy in order to enhance job satisfaction of police officers. The findings were discussed in the light of previous studies.
... But "most of studies shows that there is significant relationship between work motivation and job satisfaction are exist". " Danner & Lonky, 1981) (Deci, 1971) ,Blais and Brie`re (1992), Judge et al. (2001) and Herzberg et al. (1959)". When employee desire is fulfill the can satisfied with their jobs and perform better jobs. ...
Article
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The finding of this study is to find the impact of the compensation package and work motivation on employee's job satisfaction. Additionally, moderating role of "Islamic work ethic" in this similarity was examined. This study was collected using sample question from the employees working from different technique was used 133 employee's participation the survey. Core relation and regression analysis was used to analysis. Established the orientation theory, the purpose of the study is determine the relationships among compensation package and work motivation has positive impact on job satisfaction. It was also confirmed that Islamic work ethic Moderating relationship of compensation package and work motivation on job satisfaction. However, no mediating sport was found in it for the compensation package and work motivation role of job satisfaction. Theoretical modification and future study is findings are discussed along with suggestions. The similarity among the total compensation, work motivation, job satisfaction and Islamic work ethic were analyses by a model.
... Job Satisfaction can be defined as an emotional reaction to different situations of job, which reflects the degree to which an employee enjoys his or her job (Huang & Su, 2016). Job Satisfaction is one of the job attitudes of employees, and there is a positive association between these job attitudes and the job performance of employees (Judge et al., 2001). Moreover, past researchers found that there is a negative association between job performance and turnover intention (Huang & Su, 2016) and a negative association between job satisfaction and turnover intention 10 Faculty of Management Studies, Sabaragamuwa University of Sri Lanka (Kreitner & Kinicki, 2010). ...
... So, employee-perceived quality defined as an employee's personal evaluations of the service quality that employee delivers to customers. According to researchers [22], they have found that to improve employee's job performance be creative and cooperate with others satisfied employees must come first because satisfaction is the inner force that drives employee behaviour. Christen et al. [23] believe that employee satisfaction is highly related to employee loyalty. ...
Article
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Purpose: The purpose of this paper is to proposed a framework focusing on the elements of service quality on internal structural orientation from the employees' perception. Design/Methodology/Approach: In this research, author gathering data from selected journal articles that mostly give comprehensive view to map variable and indicator that influence organizational service quality orientation. Author is participating in comparing several sources information to make a comprehensive framework. This research use content analysis. Author observe systematically symbolic content to analyze newspaper, website, advertisement, books and the like. Findings-The findings gathers variables of employee perceptions of service quality performance are influenced by organizational knowledge, service concept, service competence and job satisfaction instead of training and customer service orientation. Originality/Value: The results of this study provide an evidence to consider the internal organization quality service orientation as reliable predictors for employee service quality performance. According to the research, these factors interact with each other and have effects on employee perceptions of service quality performance.
... Study findings have shown that overall job happiness is favorably linked to staff members satisfaction with their performance evaluations (Ellickson & Logsdon, 2002), and satisfaction with performance appraisals has been found to correlate in a positive way Electronic copy available at: https://ssrn.com/abstract=4056076 with overall work satisfaction (Judge, 2001;Keeeping & Levy, 2000). Employee satisfaction with performance evaluations and other workplace reactions have been the subject of substantial research (Levy & Williams, 2004). ...
Article
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This study aims to gain a better comprehension of how employees in INGOs in Yemen perceive performance appraisals and their role in job satisfaction through exploring the impact of performance appraisal and its five constructs namely: direction and objectives to staff, performance appraisal process, communication between managers and subordinates, transparency of performance appraisal outcomes, and fairness of performance appraisal process on employees' job satisfaction in INGOs in Yemen. A quantitative method was used, and relevant questionnaires were distributed to these employees. The findings of the study show that there is a positive significant relationship between job satisfaction and performance appraisal and its above-stated five constructs. They also reveal that performance appraisal and four of the aforementioned constructs have significant positive impacts on employees’ job satisfaction. It is also found that the fifth construct, transparency of performance appraisal outcomes, has no significant impact on job satisfaction due to the limited transparency practiced in Yemen compared to better practices of such transparency in other countries. Moreover, the high R2 of 82% is an indication of the high explanatory power of the test. The above findings are consistent with similar studies referred to hereunder. This study suggests that decision-makers in Yemen's INGOs should improve the clarity of directions and objectives, the transparency and fairness of performance appraisals, and ways of communication for employees to express their concerns. Such improvements are critical since they may result in increasing the employees’ job satisfaction and consequently lead to a better humanitarian service delivered by the respective INGOs through accomplishing more and better work in less time and with fewer resources. The proposed framework is developed based on previous literature on performance appraisal emphasizing that no previous study used all the above constructs together to measure their impacts on job satisfaction of employees working in INGOs in Yemen.
... Kepuasan kerja telah ditakrifkan dengan pelbagai pendekatan, termasuk aspek perbezaan individu, keperluan, atau nilai perbandingan kerja dibuat dan bagaimana sesuatu tugasan itu dijalankan (Schappe, 1998). Darjah kepuasan kerja yang dilaporkan oleh setiap individu itu adalah berbeza-beza termasuk kepuasan intrinsik dan kepuasan ektrinsik terhadap organisasi (Judge, Thoresen, Bono, & Patton, 2001). Sikap (Steel & Rentsch, 1997) dan persekitaran organisasi (Wright & Davis, 2003) dapat memenuhi keperluan individu turut mempangruhi kepuasannya terhadap organisasi. ...
... Even Medicare has administered large-scale programs that use peer comparison information (23,24). Concurrently, almost half of physicians in the United States report experiencing burnout (25), which is associated with greater turnover, reduced job performance, increased alcohol abuse, and higher rates of suicide (20,(26)(27)(28)(29)-estimated to cost the US healthcare system $5 billion annually (30,31). ...
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Policymakers and business leaders often use peer comparison information—showing people how their behavior compares to that of their peers—to motivate a range of behaviors. Despite their widespread use, the potential impact of peer comparison interventions on recipients’ well-being is largely unknown. We conducted a 5-mo field experiment involving 199 primary care physicians and 46,631 patients to examine the impact of a peer comparison intervention on physicians’ job performance, job satisfaction, and burnout. We varied whether physicians received information about their preventive care performance compared to that of other physicians in the same health system. Our analyses reveal that our implementation of peer comparison did not significantly improve physicians’ preventive care performance, but it did significantly decrease job satisfaction and increase burnout, with the effect on job satisfaction persisting for at least 4 mo after the intervention had been discontinued. Quantitative and qualitative evidence on the mechanisms underlying these unanticipated negative effects suggest that the intervention inadvertently signaled a lack of support from leadership. Consistent with this account, providing leaders with training on how to support physicians mitigated the negative effects on well-being. Our research uncovers a critical potential downside of peer comparison interventions, highlights the importance of evaluating the psychological costs of behavioral interventions, and points to how a complementary intervention—leadership support training—can mitigate these costs.
... Hence, it is important to study what are the challenges and benefits of WFH practices towards the employees' job satisfaction. The researchers in the field of organizational behavior have identified there is a positive relationship between job satisfaction and high performance and also different factors are affecting job satisfaction and job performance (Judge et al. 2001;Ostroff 1992;Platis, Reklitis, and Zimeras 2015). ...
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This exploratory study investigates the challenges and benefits of the Work-From-Home practice towards the employees' job satisfaction in the Crushing Industry of Sri Lanka. Analyzing the in-depth interview data of randomly selected eight employees of the leading crushing companies of Sri Lanka, and this qualitative study has been followed by a thematic analysis. This study has found that in terms of both the challenges and the benefits, there is a gender gap difference where the majority of female employees are not supportive of the work-from-home practice, as it has caused their job dissatisfaction and the majority of male employees do not have significant impact from the work-from-home practice on their job satisfaction. The findings of this paper have developed a conceptual framework for employees' job satisfaction by identifying key challenges and benefits related to work-from-home practice for future researchers. Therefore, this study assists in evaluating key areas to focus by the employers and the policymakers on developing their organizational procedures, and policies at the organizational and industry level.
... One of the definitions of job satisfaction focuses on the perceptions of fulfilment as a result of day-to-day activities. This fulfilment is associated with job commitment, as well as higher levels of performance at work [29]. It seems that one of the contributors to greater job satisfaction is high income [30]. ...
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This study explored the mental health and job satisfaction of Ultra-Orthodox women who work in different cultural environments. Data were gathered from 304 Ultra-Orthodox women who belong to various streams in this society and who were recruited by the Midgam research panel. The participants filled out self-reported questionnaires that assessed their family quality of life, community sense of coherence, diversity climate, inclusive leadership, job satisfaction, and mental health. The participants ranged in age between 19 and 64 years (M = 30.86, SD = 8.71); 43.1% worked within the Ultra-Orthodox enclave, while 22.4% worked with both Ultra-Orthodox and secular individuals and 34.5% worked in mainly secular environments. We observed differences and similarities among the three groups of women. Community sense of coherence was weakest among those who worked outside the enclave, while diversity perception and inclusive leadership were highest among that group. In all three groups, family and community were the most important resources for mental health. Both traditional resources (i.e., family and community) and other resources (i.e., perception of diversity climate and inclusive leadership) were important for job satisfaction.
... It is also linked to ethical leadership (Haar et al., 2019). As our job outcomes, we examined job satisfaction and work engagement due to their positive links to performance (Judge et al., 2001;Bakker et al., 2012). Finally, while organizational citizenship behaviors (OCBs) are an important outcome, they also contribute to organizational performance (Organ et al., 2005). ...
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Human Quality Treatment (HQT) is a theoretical approach expressing different ways of dealing with employees within an organization and is embedded in humanistic management tenants of dignity, care, and personal development, seeking to produce morally excellent employees. We build on the theoretical exposition and present a measure of HQT-Scale across several studies including cross-culturally to enhance confidence in our results. Our first study generates the 25 items for the HQT-Scale and provides initial support for the items. We then followed up with a large study of managers ( n = 363) from Nigeria in study 2, which confirms the theoretical properties of the five dimensions of HQT and highlights a two-factor construct: HQT Ethically Unacceptable and HQT Ethically Acceptable using a 20-item HQT-Scale. Study 3 with a large sample of New Zealand employees ( n = 452) again confirms the nature of the construct and provides construct validity tests. Finally, using time-lagged data, study 4 ( n = 308) focuses on New Zealand employees and job attitudes and behaviors, and a well-being outcome. That study not only confirms the theoretically implied effects but also shows the HQT Ethically Acceptable factor mediates the detrimental effects of HQT Ethically Unacceptable. Overall, our four studies provide strong support for the HQT-Scale and highlight important understandings of HQT and humanistic management in the workplace.
... The correlation was calculated to be .32 in the current study. This value is also similar to Judge, Thoresen, Bono and Patton's (2001) meta-analysis study result. Ng, Sorensen and Yim (2009) also stated that in masculine societies, satisfaction and performance relation is observed to be much stronger compared to feminine societies. ...
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In the current study, the relationship of job satisfaction and teacher performance was examined within Affective Events Theory. Participants consisted of primary and secondary education teachers. Main results showed that male teachers and teachers with more years of experience had higher levels of job satisfaction; a positive and moderate level of correlation between job satisfaction and teacher performance was explored; and evidence regarding the predictive role of job satisfaction on teacher performance was detected. Results were assessed and discussed based upon Affective Events Theory, related literature and theories. By taking into consideration the role of improvements in work environment and conditions, class sizes, and professional development facilities on teachers' satisfaction over the long term, systematic changes are recommended to be put into practice in a short while.
... Job Satisfaction may be directly linked to an employee's performance evaluation. Study findings have shown that overall job happiness is favorably linked to staff members satisfaction with their performance evaluations (Ellickson & Logsdon, 2002), and satisfaction with performance appraisals has been found to correlate in a positive way with overall work satisfaction (Judge, 2001;Keeeping & Levy, 2000). Employee satisfaction with performance evaluations and other workplace reactions have been the subject of substantial research (Levy & Williams, 2004). ...
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The aim of this study is to gain a better understanding of how employees in INGOs in Yemen perceive performance appraisals and their role in job satisfaction through exploring the impact of performance appraisal and its two dimensions, performance appraisal process and transparency of performance appraisal outcomes, on employees' job satisfaction. A quantitative method was used, and relevant questionnaires were distributedto these employees. The findings of the study show that there is a positive significant relationship between job satisfaction and performance appraisal and its above-stated dimensions. They also reveal that performance appraisal process has a significant positive impact on employees’ job satisfaction. However, it is also found that transparency of performance appraisal outcomes has no significant impact on job satisfaction due to the limited transparency practiced in Yemen compared to better practices of such transparency in other countries. The high R2 of 82% is an indication of the high explanatory power of the test. The above findings are consistent with similar studies referred to hereunder. This study suggests that decision-makers in INGOs operating in Yemen should improve the performance appraisal in general and its transparency in particular. Such improvements are critical since they may result in increasing the employees’ job satisfaction and consequently lead to a better humanitarian service delivered by the respective INGOs through accomplishing more and better work in less time and with fewer resources. The proposed framework is developed based on previous literature on performance appraisal emphasizing that no previous study used performance appraisal and its above dimensions together to measure their impacts on job satisfaction of employees working in INGOs in Yemen. Keywords: Performance Appraisal, Job Satisfaction, Performance Appraisal Process, Transparency, INGOs, Yemen
... The study was guided by theory of performance (ToP) propounded by Campbell et al. (1993) as found in the works of Judge et al (2001), Boxall andPurcell (2011), Elger (2012) and Monslave (2016). Monslave (2016) for instance explained Elger's theory of performance that: Don Elger developed and related six foundational concepts to form a framework that could be used to explain performance as well as performance improvements. ...
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The paper was a result of a case study conducted to examine challenges of preparing students for music practical performance test at the Senior High School (SHS) in the Central Region of Ghana for the purpose of providing an avenue for improving students' musicianship. The study used interview and observation to collect data from music teachers and music students in order to make contextual conclusions. It was revealed that schools do not have adequate instruments for music practical performance lesson. Similarly, students are ill prepared although, most students who offer music at the SHS had no background in music at the entry point. It is recommended that head teachers of the Senior High Schools look for assistance from the government, old students and other stakeholders to support music students with facilities while music and practical performance lessons is intensified and examined at the Junior High School (JHS) level to prepare students to excel at the Senior High School.
... Parte della letteratura sull'argomento suggerisce che la job satisfaction può avere delle ricadute sulla performance lavorativa (Judge et al., 2001), sul clima organizzativo e sul grado di coinvolgimento dei lavoratori nell'organizzazione (Leplat e Cuny, 1984;Kim et al., 2019). Inoltre, studi realizzati perlopiù nell'ambito della psicologia delle organizzazioni, hanno validato svariate scale di misurazione della job satisfaction (tra le più note, il Job Descriptive Index -JDI ed il Minnesota Satisfaction Questionnaire -MSQ, si veda Smith et al., 1969;Weiss et al., 1967). ...
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During the last few years, the sociological literature has demonstrated that both the objective and subjective aspects of work-life influence employees’ attitudes at work. This article focuses on the concept of job satisfaction. It aims to reflect on the potential link between this one and the spiritual dimension (in terms of spirituality and religiosity) experienced in the workplace. This article uses a sociological conceptualization of terms like religion, spirituality, and job satisfaction to shed further light on a topic little explored by the scientific literature. The authors suggest that the sharing of spiritually-oriented values in the workplace can improve the quality of the work environment and increase, indirectly, the employees’ job satisfaction.
... Thus, in cases where regulatory staff perceptions of psychological safety are poor and staff does not feel safe to raise concerns or issues, staff may feel a sense of hypocrisy or cynicism when experiencing this dissonance. In turn, staff may experience lessened job satisfaction, which has been moderately linked to poorer job performance (Judge et al., 2001). ...
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The International Atomic Energy Agency’s (IAEA) inquiry into the Fukushima nuclear disaster in Japan in 2012 identified the culture of the regulator as a contributing factor. The recognition of the importance of regulator safety culture has resulted in the development of international guidelines on assessment by the IAEA and the Organisation for Economic Co-operation and Development (OECD). These guidelines encourage nuclear regulators to conduct multi-method safety culture self-assessments, which include a safety culture perception survey. Currently, there is no publicly available regulator safety culture perception survey that has been psychometrically tested. The current paper describes the initial testing of a perception survey developed by an IAEA working group. A literature review developed an initial 11-dimension framework. Subject matter experts developed 144 survey items to assess these dimensions. The 144 items were evaluated by safety culture experts and reduced to 71 items. A sample of 114 nuclear regulators completed this survey. The results of statistical analysis supported a five-factor model retaining 34 survey items.
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Online learning resources (OLR) play an important role in teaching and learning in the process of online learning. Teachers will be satisfied with selectable and suitable online learning resources, which can promote their self-efficacy to facilitate online teaching and learning. This study proposed a model to examine the effects of the selectivity of online learning resources (SE-OLR) and the suitability of online learning resources (SU-OLR) on teachers’ online teaching satisfaction, and the mediating role of technology self-efficacy (TECHN-SE) and online teaching self-efficacy (OT-SE) between them. The results indicated that SE-OLR and SU-OLR positively affected teachers’ online teaching satisfaction; TECHN-SE and OT-SE positively influenced teachers’ online teaching satisfaction, while TECHN-SE and OT-SE played mediating roles between SE-OLR and SU-OLR and teachers’ online teaching satisfaction. The findings have implications for the design and development of online learning resources to improve teachers’ satisfaction and facilitate students’ learning effectiveness and teachers’ online teaching.
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Humility and modesty are both emphasized in Eastern and Western societies. However, people usually conflate them in everyday usage. To reduce the confusion of the two constructs, it is very vital to carefully differentiate the two constructs and examine whether they lead to similar or different effects on job performance. In this study, we scrutinized the effects of the two constructs on four dimensions of job performance simultaneously, including task performance, citizenship behavior (helping and voicing), unethical pro-organizational behavior, and innovative behavior. Using a dataset of 239 employees and 77 supervisors, we showed that modesty is not related to task performance and voicing, but that it is positively related to unethical pro-organizational behavior and negatively related to helping and innovative behavior. In contrast, we showed that humility is negatively related to unethical pro-organizational behavior and positively related to task performance, helping, voicing, and innovative behavior. Our findings reveal that modesty and humility can lead to very divergent work outcomes. The results strongly support the idea that modesty and humility are distinct constructs embedded in separate nomological networks and strongly suggest that organizations should encourage employees’ humility rather than modesty. The theoretical and practical implications of this work are discussed.
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University libraries cannot make meaningful progress without the commitment of their employees. To this end, this study examined self-concept and librarians’ commitment in University Libraries in Southern, Nigeria using a survey research. A structured questionnaire was used to collect data from all the five hundred and fifty-six (556) professional librarians in thirty-nine public universities in southern, Nigeria. Total enumeration technique was used to include all academic librarians in the universities in Southern Nigeria. Five hundred and twenty four (524) were completed and retrieved for data analysis. Data was analyzed using frequency counts, percentages, and regression analysis. The findings showed that the level of self-concept of librarians in university libraries in Southern Nigeria was high. Further analysis depict that physical self-concept, social self-concept, academic self-concept and transpersonal self-concept of librarians in university libraries in Southern, Nigeria indicates high levels. The result further shows that social self-concept, physical self-concept and academic self-concept have positive and significant influences on librarians’ commitment in university libraries in Southern Nigeria. The study recommended that the management of universities in Southern Nigeria and academic librarians need to continually sustain the physical fitness, hygiene, job effectiveness, freedom of library personnel with people and approachability so as to sustain the high level of self-concept among the librarians.
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We extend the performance literature by moving beyond a focus on antecedents of employees' job performance. Rather, we consider the effects of employees' high performance on their subsequent psychological states and behaviors. We adopt a social exchange approach to explain why powerful, high-performing employees may feel psychologically entitled (i.e., a belief that they are owed more than what is typical from the organization), which then prevents them from engaging in organizational citizenship behaviors (i.e., discretionary behaviors that contribute to the effective functioning of the organization). We first establish internal validity by testing our theoretical model using an experimental study design. We then establish external validity by testing our theoretical model using multi-source field data from university employees in the United States. Both studies provide support for our theoretical model in that psychological entitlement mediates the negative indirect relationship between employees' performance and OCB when employee power is higher versus lower. Theoretical and practical implications are discussed.
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Employee leakage is achieving basic levels for some Hotels chain, which battle to keep up legitimate staffing levels in a tight labour market (WeiBo et al. 2010). Leakage has been a measure of performance in hotels that is costs lots of money related to financial and operational effectiveness. Organizational stability is known to have a high level of relationship with low leakage. Signs are that employees will probably stay when there is an anticipated and stable workplace (Zuber, 2001). The current study conducted through cross-sectional design to gather primary data in order to determine causes for the high employee leakage in three-star hotels. Data were collected from the professional, supervisory, and managerial staff in these hotels in greater Cairo. Using regression analysis, it was determined that the individual leakage causes and satisfaction was a statistically significant variable when analyzing leakage causes in the current study. Over 25% of the variation in leakage causes was explained by the components of the survey. This research is important to industry professionals as well as academics to help estimate and decrease staffs' leakage in various sectors of the hospitality industry. Based on the results obtained, the study showed a set of recommendations such as implementing a career development plan and acknowledging the talents and abilities gained by the hotel workers. Human resource management should offer support to employees and a stable and healthy work environment. One-on-one conferences should be scheduled between workers and their managers. Introduction The hospitality industry often suffers from high staff leakage; although the main challenge for Hotels is staff retention. The cost of recruiting and employing a new staff member is very high, and it takes approximately six months to recruit, induct, and train one. Staff leakage at Egyptian hotels has increased considerably. However, this still negatively affects hotel revenue each year. Staff leakage affects the standard of service provided to guests. It also has an impact on staff job satisfaction, as constantly training new staff adds to the work of more experienced staff, which can be frustrating, especially during peak periods. Leakage refers to the "amount of movement of employees in and out of an organization, and is normally presented in terms of the leakage rate. Tanke (2001) has defined leakage as the movement of employees out of the organization. Carley (1992) stated that employee's leakage implies to the rotation of staffs around the labor market, between hotels, employments and careers. However, leakage costs of many organizations are very high and significantly affect the financial performance of an organization. Direct expenses include selection, recruitment, and training of new individuals. Much time and cost go into this procedure. Indirect expenses include particular things, such as expanded workloads and overtime costs for staffs, and in addition decreased efficiency related to low employee morale.. Evaluated costs fluctuate from from organization to organization. It has been also estimated that, on average, it costs a company one-third of a new hire's annual salary to replace an employee (Willis 2002).
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This paper analyzes the influence and predictive effects of knowledge management on job satisfaction. The aim of this paper is to develop a model based on the effects of knowledge management on job satisfaction. The data were obtained by interviewing 520 managers of all levels from manufacturing enterprises in Serbia. The results showed that knowledge management has a complex influence on job satisfaction. It negatively affects the dimensions of Salary, Promotion, and Supervision and positively influences the Additional Benefits dimension, while having combined effects on the other dimensions. In a working environment where knowledge management levels are high, employees may perceive their salaries, rewards, and promotion opportunities as inadequate. This is because they feel they deserve more due to their knowledge, ability, engagement, and the enterprise's success. Serbian enterprises are often unable to pay their employees higher salaries. The theoretical importance of the results is precisely in the fact that the individual relations of the observed dimensions are determined and that the desired model is developed. The practical significance of the work is that leaders and managers, based on these relations, can see the possibilities and ways to improve certain aspects of knowledge management and job satisfaction.
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Chapter
The self-determination literature is inconclusive about how basic need fulfillment affects job satisfaction and how needs-based models compare with models based on desires, i.e., organizational justice which forms the basis of popular employee engagement surveys. It is unclear also how individual performance is affected by job satisfaction that results either from basic needs or from organizational justice. Based on survey data, we compare needs-based and desire-based models. We assess how well such models explain and predict job satisfaction directly and indirectly predict individual performance through job satisfaction. This paper shows that, in lean management contexts, job satisfaction due to the fulfillment of basic human needs better predicts in-role performance than does job satisfaction due to organizational justice. We also find that (1) the need for relatedness is more important than previously theorized and (2) the effect of fulfilling basic needs depends on constraints that reflect how well other needs are satisfied. In general, basic human needs have much greater explanatory power with respect to job satisfaction than does organizational justice. Finally, our paper highlights the need to distinguish clearly between explanatory and predictive models, because our results show that a given model’s performance varies considerably as a function of the particular application.
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The present study aimed to investigate the role of motivational process and coping resources in health professionals during the COVID-19 emergency examining the role of Care Unit Identification and safety climate perception as resources that can help nurses to cope with stressors. A cross-sectional research design was used and 218 nurses completed a self-report questionnaire measuring: Perception of safety, Care Unit identification, Work Engagement, Psychological Distress, and Burnout. Results revealed that Work Engagement was significantly related with Burnout (b = −0.209, 95%CI [−0.309; −0.109]) and Distress (b = −0.355, 95%CI [−0.529; −0.18]) especially when the Care Unit identification is high (b = −0.303, 95%CI [−0.448; −0.157] and b = −0.523, 95%CI [−0.772; −0.275], respectively). The safety perception was positively related to Work Engagement (b = 0.315, 95%CI [0.198; 0.433]) and had an indirect effect on psychological Distress (b = −0.112, 95%CI [−0.181; −0.042]) and Burnout (b = −0.066, 95%CI [−0.105; −0.027]). High levels of both Care Unit identification and perception of safety, along with personal work engagement, appear to protect nurses from burnout and psychological distress. Findings suggest that the effort to improve teamwork identification and ensures an adequate degree of perceived safety for healthcare professionals need to be maintained and reinforced as they positively impact nurses’ wellbeing.
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The present study aims to explore the trends and patterns of life satisfaction in Canada from 2009 to 2018 and to examine changes in the associations between social support and life satisfaction over time. Data were from ten annual Canadian Community Health Surveys (CCHS). Each survey represents 97% of the Canadian population. Point estimates and 95% confidence intervals (CIs) of life satisfaction were calculated at the population level. Generalized linear regression was used to explore the relationship between life satisfaction and social support both nationally and in different population subgroups. The annual life satisfaction score gradually increased both at national and provincial levels from 2009 to 2018. Individuals who were women, aged between 12 and 19 years, living in rural areas, were most satisfied with their lives. There was a positive correlation between social support and life satisfaction for the provinces and the study years for which information on social support was available. Our findings suggest strengthening social support could be a public health target for promoting greater life satisfaction. Timely availability and analysis of life satisfaction and social support data could better inform policy and promote wellbeing at a population level.
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Teachers with high job satisfaction become more effective and productive by showing high performance and positively affecting student and school outcomes. This study investigates the relationship between school principals’ agile leadership characteristics, organizational justice, and job satisfaction, and sheds light on the role of organizational justice in the relationship between agile leadership and job satisfaction. To achieve this aim, a theoretical model has been put forward and this model has been tested with the data collected from 409 teachers working in public schools in Istanbul. The results show that school principals with high agile leadership characteristics and organizational justice are associated with teachers’ job satisfaction. The analyses also indicate that organizational justice strongly contributes to the relationship between agile leadership and job satisfaction and plays an important role in the relationship between the two determinants.
Chapter
Im Rahmen der Mitarbeiterführung nehmen Führungskräfte zur Erreichung der Organisationsziele Einfluss auf das Verhalten der Mitarbeiter. Führungstheorien stellen sich diesbezüglich der Frage, was erfolgreiche Führung ausmacht. Erachten die einen Persönlichkeitsmerkmale des Vorgesetzten als maßgeblich („Eigenschaftsansatz“) für den Führungserfolg, ist für andere das Menschenbild der Führungskraft ausschlaggebend („Theorie XY“). Wieder andere Theorien rücken die Haltung der Führungskraft („dienende Führung“) bzw. ihr Verhalten („Führungsstilansatz“) oder ihre Authentizität („authentische Führung“) in den Mittelpunkt. Die „LMX Theorie“ hingegen betont die Bedeutung der Qualität der Beziehung zwischen Führungskräften und Mitarbeitern, für „Situationstheorien“ hingegen sind in unterschiedlichen Führungssituationen unterschiedliche Führungsweisen angezeigt. Nicht zuletzt erachtet es der Ansatz der „transformierenden Führung“ als ausschlaggebend, inwiefern es den Vorgesetzten gelingt, grundlegende Einstellungen der Mitarbeiter zu verändern.
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This study examined the potential impacts of entrepreneurial leadership on followers' psychological wellbeing and proactive work behavior through sustainable employability and work uncertainty in a sample of 218 employees employed in SMEs of Pakistan. Hierarchical regression results demonstrated that entrepreneurial leadership was positively connected with sustainable employability and negatively linked with work uncertainty. Sequentially, sustainable employability was positively correlated with proactive work behavior and employees' psychological wellbeing, and work uncertainty was negatively associated with proactive work behavior and employees' psychological wellbeing during the COVID-19 crisis. Furthermore, bootstrapping confirmed the mediation effects of work uncertainty and sustainable employability on proactive work behavior and the psychological wellbeing of employees. Sustainable employability did not mediate the relationship between entrepreneurial leadership and psychological wellbeing. Mediators, sustainable employability, and work uncertainty positively linked employees' psychological wellbeing and proactive work behavior. The results highlighted the significant roles of sustainable employability and work uncertainty and interpreted why entrepreneurial leadership may affect employees' positive behaviors.
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Aim of this study is to investigate organizational conflict culture as a predictor of employee subjective wellbeing. Based on Gelfand et. al.'s (2008) macro conflict culture typology four conflict cultures have been examined; Dominating culture, Cooperative culture, Avoidant culture, and Passive-aggressive culture. Employee subjective wellbeing has been operationalized as positive affectivity at work, negative affectivity at work, and job satisfaction. Survey data has been raised from 388 personnel employed in a public university. Results of a series of standard multiple regression analysis revealed that cooperative conflict culture predicts positive affectivity at work (24% explained variance); increase in cooperative culture is accompanied by an increase in positive affectivity among employees. On the other hand, negative affectivity at work is predicted by passive-aggressive conflict culture (33% explained variance); as passive-aggressive culture increases within the organizational unit, it is accompanied by an increase in negative affectivity of employees. Job satisfaction is predicted by cooperative conict culture and partially by passive-aggressive culture (38% explained variance). Job satisfaction increases as cooperative culture increases and passive-aggressive culture decreases. An additional repeated analysis of variance revealed a significant difference between ratings of conflict cultures. Pairwise Bonferrroni comparisons demonstrated that the most frequently endorsed conflict culture was the dominating culture, whereas the least frequently endorsed one was the cooperative culture. In light of these research findings, I discuss the practical implications in terms of how organizational managers can intervene for encouraging cooperative conflflict culture and for coping with passive-aggressive employee behavior.
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