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Abstract

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The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

Article
Publication date: 20 November 2023

The-Ngan Ma and Hong Van Vu

Drawing on conservation of resources theory, this study aims to develop and test a model of moderated mediation in the relationship between job autonomy and employee life…

Abstract

Purpose

Drawing on conservation of resources theory, this study aims to develop and test a model of moderated mediation in the relationship between job autonomy and employee life satisfaction, focusing on the mediating role of work–family enrichment (WFE) and the moderating role of segmentation preference.

Design/methodology/approach

Using a time-lagged research design, data were collected from 314 employees representing various organisations in Vietnam. The PROCESS macro in SPSS 20.0 was used to analyse the relationships.

Findings

The results indicate a positive relationship between job autonomy and employees’ life satisfaction, mediated by WFE. Additionally, the indirect effect of job autonomy on life satisfaction via WFE was weaker when employees preferred high work–family segmentation.

Practical implications

The study suggests that organisations can enhance employee life satisfaction by increasing job autonomy and promoting WFE. Organisations can establish a more supportive and engaging work environment that promotes well-being by tailoring these interventions to suit employees’ segmentation preferences.

Originality/value

This study contributes to the literature by shedding light on how organisational factors influence employee life satisfaction. It provides the first empirical evidence of a relationship between job autonomy and life satisfaction. It also explores the potential mediation effect of WFE and the moderating effect of segmentation preference.

Details

International Journal of Organizational Analysis, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1934-8835

Keywords

Book part
Publication date: 11 September 2012

Chiara Paola Donegani, Stephen McKay and Domenico Moro

Research has long shown that employees working for non-profit organisations report a higher level of job satisfaction than workers in other sectors. This chapter investigates…

Abstract

Research has long shown that employees working for non-profit organisations report a higher level of job satisfaction than workers in other sectors. This chapter investigates trends in job satisfaction using longitudinal data from the British Household Panel Survey (1992–2008/2009), through models which contain detailed information on individual, job and organisational characteristics. We use fixed-effects ordered-logit models to investigate job satisfaction taking account of our panel structure and the nature of the job satisfaction dependent variable. The results suggest an important, non-profit premium in job satisfaction which, contradicting the apparent bivariate evidence, is not changing over time (in appropriate models) – the warm glow of higher job satisfaction remains.

Details

Advances in the Economic Analysis of Participatory and Labor-Managed Firms
Type: Book
ISBN: 978-1-78190-221-9

Keywords

Book part
Publication date: 8 August 2017

Barbara M. Sorondo

This chapter provides an overview of affect, personality, and job satisfaction, focusing on library employees. A reliable and valid measure for each construct is suggested, and an…

Abstract

This chapter provides an overview of affect, personality, and job satisfaction, focusing on library employees. A reliable and valid measure for each construct is suggested, and an assessment model is provided. The purpose of the study conducted was to examine the three constructs among library employees, how these constructs relate to each other and to work experience, and whether they differ based on library type or department. The Positive and Negative Affect Schedule, Big Five Inventory, and Brief Index of Affective Job Satisfaction were administered at the various libraries of a research university. Data were analyzed using statistical software. Library employees scored high in positive affect and job satisfaction, and low in negative affect, and were introverted, agreeable, conscientious, emotionally stable, and open to experiences. Across all libraries, public services employees had higher positive affect and job satisfaction, and lower neuroticism, than technical services employees. In both service areas, positive affect was positively correlated with extroversion and job satisfaction, and negative affect with neuroticism. Work experience was correlated with positive affect only among technical services employees. The assessment model may be applied at libraries of any type and size to assess staff and customize resources for employees to meet their unique needs. Several ideas and applications are provided. This study addresses a gap in the literature by exploring how affect, personality, and job satisfaction are all related among library employees. The free measures may be used in any work setting, facilitating intra- and inter-professional comparisons.

Details

Emotion in the Library Workplace
Type: Book
ISBN: 978-1-78743-083-9

Keywords

Book part
Publication date: 29 January 2018

Huat Bin (Andy) Ang and Arch G. Woodside

This study applies asymmetric rather than conventional symmetric analysis to advance theory in occupational psychology. The study applies systematic case-based analyses to model…

Abstract

This study applies asymmetric rather than conventional symmetric analysis to advance theory in occupational psychology. The study applies systematic case-based analyses to model complex relations among conditions (i.e., configurations of high and low scores for variables) in terms of set memberships of managers. The study uses Boolean algebra to identify configurations (i.e., recipes) reflecting complex conditions sufficient for the occurrence of outcomes of interest (e.g., high versus low financial job stress, job strain, and job satisfaction). The study applies complexity theory tenets to offer a nuanced perspective concerning the occurrence of contrarian cases – for example, in identifying different cases (e.g., managers) with high membership scores in a variable (e.g., core self-evaluation) who have low job satisfaction scores and when different cases with low membership scores in the same variable have high job satisfaction. In a large-scale empirical study of managers (n = 928) in four (contextual) segments of the farm industry in New Zealand, this study tests the fit and predictive validities of set membership configurations for simple and complex antecedent conditions that indicate high/low core self-evaluations, job stress, and high/low job satisfaction. The findings support the conclusion that complexity theory in combination with configural analysis offers useful insights for explaining nuances in the causes and outcomes to high stress as well as low stress among farm managers. Some findings support and some are contrary to symmetric relationship findings (i.e., highly significant correlations that support main effect hypotheses).

Details

Improving the Marriage of Modeling and Theory for Accurate Forecasts of Outcomes
Type: Book
ISBN: 978-1-78635-122-7

Keywords

Book part
Publication date: 7 July 2015

Nuno Da Camara, Victor Dulewicz and Malcolm Higgs

Although the proliferation of research in emotional intelligence (EI) in the last 25 years has largely focused on the individual level, some researchers have proposed theories and…

Abstract

Although the proliferation of research in emotional intelligence (EI) in the last 25 years has largely focused on the individual level, some researchers have proposed theories and measurement models for EI at the organizational level. Drawing from earlier work which conceptualizes organizational emotional intelligence (OEI) as a climate-level construct involving shared norms and practices this chapter sets out to investigate the relationship between perceptions of organizational emotional intelligence (OEI) and turnover intentions amongst employees. Since turnover intentions are a reliable indicator of actual turnover they are deemed to be a critical indicator for organizational performance. This chapter also builds on previous research which found that the relationship between OEI as a climate-level construct and intention to leave was mediated by organizational emotional appeal (i.e., overall reputation) and trust in senior management to explore the mediating role of other employee attitudes which have been traditionally linked to climate and individual-level outcomes in organizations, namely job satisfaction and affective commitment. By surveying employees in a UK-based charity organization (n = 173), the study finds that both job satisfaction and affective commitment mediate the impact of OEI on intention to leave and explain a moderate amount of variance in the focal construct. However, the majority of the mediation occurs through job satisfaction with a reduced mediation effect for affective commitment. Potential reasons for these results in the charity context are discussed. The chapter contributes to a wider understanding of the way in which perceptions of OEI impact on employee attitudes toward the organization and the job; and, in turn, how these attitudes impact on turnover intentions.

Details

New Ways of Studying Emotions in Organizations
Type: Book
ISBN: 978-1-78560-220-7

Keywords

Article
Publication date: 19 December 2023

Pantri Heriyati, Nathanya Chitta, Sekar Prasetyaningtyas, Prita Prasetya and Neeraj Yadav

Interrelationships among some common factors of human resource (HR) management and quality management are still unexplored. Changes in work patterns due to the Covid-19 pandemic…

Abstract

Purpose

Interrelationships among some common factors of human resource (HR) management and quality management are still unexplored. Changes in work patterns due to the Covid-19 pandemic have aroused interest in some of these factors, such as working-hours, work pressure, work–life balance practices, job satisfaction. The purpose of this study is to explore the interrelationships among such factors. Specifically, the influence of work hours, work pressure, job rotation and work–life balance on job satisfaction is evaluated both directly and under the mediating influence of working conditions.

Design/methodology/approach

A questionnaire-based survey was conducted in Indonesia among diversified organisations. A total of 432 responses were gathered, and they were examined using hypothesis testing and partial least square based structural equation modelling.

Findings

The study confirms the statistically proven impact of work pressure, job rotations and work–life-balance practices on working conditions. Job rotations, work–life balance practices and working conditions directly influenced job satisfaction. Work pressure did not influence job satisfaction directly, but it significantly influenced working conditions, which eventually affected job satisfaction. Working hours neither affected working conditions nor job satisfaction in a significant manner.

Practical implications

Covid-19 necessitated working from home, which is a peculiar work–life balance situation. The findings are helpful for organisations in planning strategies related to work–life-balance, working hours, multi-skilling, working conditions and other quality of work life factors in both regular working conditions and under Covid-19 conditions.

Social implications

The proven influence of work pressure and work–life-balance practices may result in the formation of informal organisations, social groups and increased social networking. As working hours are not diagnosed as an influencing factor for job satisfaction, organisations may think about increasing them, affecting the social fabric of the working community.

Originality/value

Previously unexplored interrelationships among various quality of work life factors are established. Under Covid-19 circumstances, factors such as working hours, work–life-balance and work pressure are investigated in a novel manner. The factors and their interrelationships are important to both quality management professionals and HR professionals.

Book part
Publication date: 30 December 2004

Thomas A. Wright

For many years now, both organizational researchers and practitioners alike have been interested in the role played by employee happiness on a number of workplace outcomes. In…

Abstract

For many years now, both organizational researchers and practitioners alike have been interested in the role played by employee happiness on a number of workplace outcomes. In particular, many have been fascinated by the happy/productive worker thesis. According to this hypothesis, happy employees exhibit higher levels of job-related performance behaviors than do unhappy employees. However, despite decades of research, support for the happy/productive worker thesis remains equivocal. These inconsistent findings primarily result from the variety of ways in which happiness has been operationalized. Most typically, organizational theorists have operationalized happiness as job satisfaction, as the presence of positive affect, as the absence of negative affect, as the lack of emotional exhaustion, and as psychological well being. I will review this literature using the circumplex framework as the taxonomic guideline. In addition, drawing on the impetus of the “positive psychology” movement, I propose Fredrickson’s (1998, 2001, 2003) broaden-and-build theory of positive emotions as one approach especially well-suited for future research to better understand the happy/productive worker thesis.

Details

Exploring Interpersonal Dynamics
Type: Book
ISBN: 978-0-76231-153-8

Article
Publication date: 20 November 2023

Nunzia Nappo and Giuseppe Lubrano Lavadera

The main aim of this study was to examine gender differences in job satisfaction in Europe.

Abstract

Purpose

The main aim of this study was to examine gender differences in job satisfaction in Europe.

Design/methodology/approach

For the empirical analysis, data from the Sixth European Working Conditions Survey were used. Oaxaca–Blinder decomposition with a principal component analysis (PCA) aggregated variable, after unconditional quantile regressions in a multiple imputation background, was implemented.

Findings

Women report higher job satisfaction than men do. Women were significantly more satisfied than men for the middle levels of the job satisfaction distribution.

Originality/value

This study expands the evidence on the determinants of job satisfaction in the European labour market by applying a recent form of decomposition that invests in unconditional quantile regression (UQR). To the best of this study knowledge, this is the first time that the Oaxaca–Blinder decomposition with a PCA aggregated variable after unconditional quantile regression has been employed to study gender-based differences in job satisfaction.

Details

International Journal of Manpower, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0143-7720

Keywords

Book part
Publication date: 28 August 2007

Thomas A. Wright and Russell Cropanzano

For decades, since at least the famous Hawthorne studies, the happy/productive worker thesis has forcefully captured the imagination of management scholars and human resource…

Abstract

For decades, since at least the famous Hawthorne studies, the happy/productive worker thesis has forcefully captured the imagination of management scholars and human resource professionals alike. According to this “Holy Grail” of management research, workers who are happy on the job will have higher job performance, and possibly higher job retention, than those who are less happy. But what is happiness? Most typically, happiness has been measured in the management sciences as jobsatisfaction. This viewpoint is unnecessarily limiting. Building upon alittle remembered body of research from the 1920s, we suggest a twofold, expanded view of this thesis. First, we suggest the consideration of worker happiness as psychological well-being (PWB). Second, incorporating Fredrickson's (1998, 2001) broaden-and-build model ofpositive emotions as the theoretical base, we suggest that the job satisfaction to job performance and job satisfaction to employee retentionrelationships may be better explained by controlling for the moderating effect of PWB. Future research directions for human resource professionals are introduced.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-7623-1432-4

21 – 30 of over 63000