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The purpose of this paper is to explore the effect of work values and socio-demographic characteristics upon the link between life satisfaction and job satisfaction.

The European Values Study (EVS) 2008–2009 is used as the dataset. The sample is limited to those who have paid jobs (28,653 cases).

Socio-demographic characteristics matter more than work values in explaining the effect of job satisfaction on life satisfaction. The association between life satisfaction and job satisfaction is stronger for higher educated individuals and those who are self-employed and weaker for women, married individuals, religious individuals and those who are younger. Extrinsic and intrinsic work values significantly influence life satisfaction independent of the level of job satisfaction.

It is important to pay attention to the working conditions and well-being of the core of the labour force, in other words, of those who are ready to invest more in their jobs. Also, special attention should be given to self-employment.

The paper compares the roles of work values and of socio-demographic characteristics as predictors of the association between job satisfaction and life satisfaction. It shows that the role of job in person's life depends largely on demographic factors, religiosity and socio-economic factors.

The purpose of this paper is to explore relationships between organisation embeddedness and life satisfaction, and community embeddedness and life satisfaction. The study also examined relationships between each sub-dimension of organisation embeddedness and community embeddedness and life satisfaction. These sub-dimensions are “links”, “fit” and “sacrifice”.

Data were collected from 549 employees in organisations located in four major business centres in South Africa. The data were analysed using structural equation modelling.

Both organisation embeddedness and community embeddedness were positively related to life satisfaction. Regarding the sub-dimensions of organisation embeddedness, only organisation fit and sacrifice were positively related to life satisfaction. As regards the sub-dimensions of community embeddedness, only community fit was positively related to life satisfaction.

Adopting practices which embed employees in the organisation and communities where they live is potentially beneficial for both organisations and employee well-being.

The bulk of research on job embeddedness (JE) and work-related outcomes has focussed on benefits for the organisation. The effects of embeddedness on employee well-being have been largely overlooked. The current study is an attempt to redress this imbalance in JE research.

The purpose of this paper is to explore the relationships between universal individual value priorities, feelings and global job satisfaction as well as satisfaction with life in Turkish context. The sub-research question is to learn the moderation effect of job satisfaction on the relationship between values, experienced feelings and life satisfaction.

Analytical type of research design was used, and the data were obtained from 390 respondents who are the employees of different organizations in three cities in Turkey. Four measurement devices (Schwartz’s ten-item Portrait Values Questionnaire (PVQ), Brayfield-Rothe’s overall job satisfaction (OJS), and Diener’s Scale of positive and negative experience (SPANE) and satisfaction with life scale (SWLS)) were employed.

It was understood that the participants are slightly to moderately satisfied both with their job tasks and with the evaluation of global satisfaction of their own lives. The values of self-direction, achievement, hedonism and conformity are positively and strongly linked to job satisfaction and overall satisfaction of life. The moderating effect of job satisfaction is partially confirmed. It was also understood that the priorities of Turkish citizens imply self-centered satisfaction and independency, but not risk taking. Positive affect does influence the magnitude of the association between job satisfaction and life satisfaction.

This paper is able to demonstrate the nature of associations between value orientations, experienced feelings, job satisfaction and global life satisfaction in a collectivist culture. The contradictions between value priorities of Turkish citizens and the people of Western countries would be likely interesting for academicians and researchers.

Work–family conflict is one of the most challenging stressors for construction industry professionals to cope with emotional problems. This study aims to propose a model linking work–family conflict and high-quality relationships among project team members and explore mediating effects of life and job satisfactions.

A theoretical framework was established based on the spillover theory and social exchange theory. Data were obtained by a questionnaire survey conducted with 328 respondents working in construction projects. Structural equation modeling (SEM) was used to test interrelationships among work–family conflict, job satisfaction, life satisfaction and high-quality relationship.

The results indicate that work–family conflict is negatively associated with both job and life satisfactions of construction professionals. In addition, there were direct and positive relationships between satisfaction domains and high-quality relationship capacity. The findings further support that job satisfaction plays a mediating role between work–family conflict and high-quality relationship among construction professionals, while life satisfaction does not mediate the relationship.

The effects of interrole conflicts on the context of satisfaction have been investigated previously; however, there is a lack of knowledge regarding its influence on high-quality relationship among project team members. This study extends the body of knowledge on high-quality relationships among project team members to understand how conflict and satisfaction factors influence interpersonal relationships in construction project management.

This exploratory study adopts a stakeholder perspective on organisational effectiveness. The purpose of this paper is to examine the job embeddedness (JE)–life satisfaction relationship, moderating roles of gender and community embeddedness and mediating role of innovative behaviour.

Using a snowballing approach, data were collected from 549 participants employed in organisations located in four major metropolitan centres in South Africa.

Analyses revealed a positive relationship between JE and life satisfaction. Gender moderated the JE–life satisfaction relationship, such that the relationship was stronger among females than males. Community embeddedness moderated the organisation embeddedness–life satisfaction relationship, such that the relationship was stronger when participants were highly embedded in their community. Finally, innovative behaviour mediated the relationship between organisation embeddedness and life satisfaction.

Managers could enhance employees’ life satisfaction through practices that increase on-the-job and off-the-job embeddedness. Furthermore, organisations could encourage employees’ innovative behaviours through workplace supervisors’ supportive responses to innovative employees.

JE researchers have yet to focus on the personal benefits of embeddedness for employees. Results of the study provide several contributions to this research direction. The study uses JE as a composite construct to confirm its relationship with life satisfaction. It also expands the JE–life satisfaction relationship by examining moderators of the relationship and a mediating variable in the relationship.

The purpose of this research is to examine how increased work overload of layoff survivors relates to their work‐life balance and job and life satisfaction.

Survey methodology was used to collect data from 510 layoff survivors in a high tech company. Regression analyses and structural equation modeling were used to test the hypotheses.

The study found that layoff survivors experience higher levels of workload which impact overall role overload that negatively affects work‐life balance. Findings suggest that high workloads experienced by layoff survivors contribute to reduced job and life satisfaction through reduced work‐life balance as a mediating mechanism.

The data used in this paper is cross‐sectional and conducted within a single organization. Also, most of the data is obtained from self report survey data and subject to common method bias. As such, longitudinal studies are recommended for future research.

This study makes a contribution by joining two distinct research streams – the job loss literature with research on work‐family issues. Findings suggest that high workloads experienced by layoff survivors contribute to reduced job and life satisfaction with work‐life balance acting as a mediator. Future research should determine whether these findings generalize to diverse layoff survivors in distinct industries, and assess whether these phenomena change over time.

The purpose of this paper is to evaluate how perceived career channels and career anchors are related to objective internal career success, and how subjective career success mediates the effects of objective success on employer satisfaction.

Data were collected using questionnaires, and hypotheses were tested on a sample of 800 engineers and managers. Of the sample, 35 percent were female and 67 percent worked in the private sector.

The findings show that the more respondents perceive that performance carries weight in promotion decisions, the higher their level of objective career success. In contrast, the importance placed on relations with the hierarchy has no significant influence. Respondents with a strong management anchor report greater objective career success, and those with a strong life style anchor report lesser objective career success, but greater success in life outside work. Finally, the findings indicate that job success is associated with greater satisfaction with employer, whereas life success is related to lesser satisfaction.

This study is based on a sample taken from one profession (engineers), in a specific cultural context. The cross-sectional research design precludes the inference of some causality conclusions.

Organizations may benefit from disseminating promotion attribution criteria and reducing perceptions of favoritism in reward allocation. In addition, this study shows that not only individuals but also the employer can benefit from greater positive interdependence between career success and life success.

This study represents the first comprehensive attempt to examine the role of perceived career channels and career anchors in objective and subjective career success.

The purpose of the paper is to show that, though essential, the achievement of business‐oriented performance outcomes has obscured the importance of employee wellbeing at work, which is a neglected area of inquiry within the field of human resource management. Instead the emphasis typically placed on the business case for HRM suggests a one‐sided focus on organisational outcomes at the expense of employees. With this in mind, this paper seeks to examine the effects of HRM practices on employee wellbeing and performance.

Data were collected from a public sector (local government) organisation to identify the link between HRM practices, employee wellbeing at work, and performance. A preliminary staff survey of employees provides a brief overview of the link between HRM practices, employee wellbeing at work and performance.

HRM practices adopted have a significant impact on employee wellbeing at work and tend to be more positive than negative. Overall a consistent result in the study was that management relationship behaviour in the form of support and development of trust, promoted employee wellbeing at work amongst workers. In general, the findings will prove helpful to human resource practitioners, management, policy makers and business practice.

HRM practices that help to maximise employee wellbeing at work are not necessarily the same as those that make up “high performance” HR practices. Moreover, the promotion of wellbeing at work is not likely to be a result of the HRM practices but can be linked to line management leadership and relationships.

The importance of management relationships, support and employees' trust was found to predict wellbeing at work. The decision by management to embrace the business case for employee wellbeing at work is likely to complement more conventional methods of improving employee attitudes and productivity, which in turn can enhance organisational effectiveness and decision making.

This paper builds on existing work within HRM and provides a framework for establishing the linkage between HRM practices, employee wellbeing at work and performance in the public sector that it is suggested could improve individual and organisational outcomes through enhanced efficiency and productivity.

The author argues that we must stop and take a look at what our insistence on human labour as the basis of our society is doing to us, and begin to search for possible alternatives. We need the vision and the courage to aim for the highest level of technology attainable for the widest possible use in both industry and services. We need financial arrangements that will encourage people to invent themselves out of work. Our goal, the article argues, must be the reduction of human labour to the greatest extent possible, to free people for more enjoyable, creative, human activities.

The purpose of this paper is to explore job satisfaction, and how the work-life interface might affect job satisfaction, among residential aged care staff. The statistical package PROCESS was used to analyse the impacts of workplace stressors (poor safety climate, poor relationships with colleagues and poor relationships with management) and potential mediating variables that measured aspects of the work-life interface, specifically work-family conflict (WFC) and work-life balance.

This survey research was carried out through distribution of a paper-based questionnaire to approximately 800 permanent, fixed term and casual employees working in residential aged care. All job roles, including both direct care and support staff, were represented in the sample.

WFC and work-life balance act serially to mediate the relationships between workplace stressors and job satisfaction.

Study participants were restricted to residential aged care facilities in the metropolitan Melbourne area, Australia, limiting generalisability of the findings.

The work-life interface is a legitimate concern for human resources managers. Implications include need for greater understanding of the contribution of work-life fit to job satisfaction. Interventions to improve job satisfaction should take into account how workplace stressors affect the work-life interface, as well as job-related outcomes. Enhanced work-life fit should improve job-related outcomes.

This paper explores the potential mediating roles of WFC and work-life balance on job satisfaction and demonstrates a pathway through which the work-life interface affects job satisfaction for workers in residential aged care.