The purpose of this paper is to investigate the impact of role stressors on job stress among airline employees in mainland China. More specifically, the aggravating effects of shift work and the mitigating effects of decision latitude are explored to facilitate strategies of intervention aimed at reducing job stress.
Data are collected using a field survey in Mandarin from 485 airline employees, including pilots, flight attendants, and service employees in five major cities in mainland China.
The findings demonstrate that role overload and role conflict have significant positive effects on job stress. Furthermore, both shift work and its interference with non‐work activities significantly elevated the impact of role overload on job stress. Findings also reveal that decision latitude mitigated the detrimental effect of role overload on job stress for employees working on fixed shift, but not for employees working on rotating shift.
This is a cross‐sectional study using perceptual measures.
The findings suggest that aviation managers in China need to focus not only on decision latitude but also on job and organizational design to mitigate the impact of job demands on stress. While decision latitude works to ease demands among those who work on fixed shifts, it does not work in the same way for those working on rotating shifts.
This paper corroborates the cross‐cultural applicability of stress theory by demonstrating the detrimental role of rotating shift on stress while at the same time calling attention to some cultural shaping of the findings.
Job satisfaction and burnout are two multidimensional constructs, which represent affective work responses. The present study was designed to examine: the multivariate…
Job satisfaction and burnout are two multidimensional constructs, which represent affective work responses. The present study was designed to examine: the multivariate relationship between burnout and job satisfaction, and the degree of their distinctiveness. Self‐reported questionnaires were administered to 135 academic librarians to assess burnout (Maslach burnout inventory) and job satisfaction (employee satisfaction inventory). A two‐factor model with correlated factors was postulated and supported. Structural equation modeling procedures showed that the two constructs although highly correlated (r=−0.75) represent distinct responses to work.
The aim of this article is to gain insight into some of the human capital development (HCD) policies that enhance employee satisfaction. A salient focus of the study is to…
The aim of this article is to gain insight into some of the human capital development (HCD) policies that enhance employee satisfaction. A salient focus of the study is to assess whether employees in globalised foreign‐owned MNCs are likely to be more satisfied with the HCD policies than with the practices employed by locally owned MNCs.
Specifically, four MNCs in the chemical industry, which were selected based on equity ownership, were analysed to ascertain whether employees in these MNCs in Malaysia are satisfied with the HCD policies by providing an account of the satisfaction level of the employees with the HCD policies in these four Malaysian MNCs.
A main conclusion from the findings of this research is that respondents in European MNCs are generally more satisfied than respondents in Asian‐owned MNCs with the HCD policies of the company. On the whole, European MNCs place more importance in HCD but it cannot be concluded that foreign‐owned MNCs have better HCD policies and hence higher employee satisfaction with the HCD policies compared with locally owned MNCs.
Similar research could be conducted on a larger sample, incorporating MNCs of different equity ownership, to determine how HCD policies of globalised MNCs affect employee satisfaction. Further research could be extended to different regions and sectors.
It provides an insight of desirable HCD practices that human capital practitioners could develop to create competitive advantage through their human capital assets.
In addition to identifying the relevant HCD practices, commentary is provided of current knowledge in terms of best HCD practices that could be emulated by local organisations as well as other institutions in the Asia Pacific region.