The importance of emotional intelligence for the sales associates profession: Between job stress and job satisfaction

Abstract Sales associates need emotional intelligence (EI) in dealing with job stress and perceived job satisfaction. So far, there has been no research that explains the effect of job stress on job satisfaction with EI as a mediating variable in the sales associate profession. This study examines EI's role in managing job stress allows sales associates to achieve job satisfaction. The population in this study is comprised of sales associates in Jakarta-Indonesia, who work in malls that target middle to upper-class level customers, with a sample size of 100 respondents. The sampling technique used was accidental sampling; the analysis uses the simple mediation model with the macro process through SPSS process 22.0 for Windows using ordinary least squares and logistic regression path analysis modeling. The finding reveals that the higher the level of EI, the stronger the extent to which the relationship between job stress and job satisfaction is mediated.

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The relationship between person-organization fit and job satisfaction

Journal of Managerial Psychology ◽

10.1108/jmp-08-2014-0236 ◽

2016 ◽

Vol 31 (5) ◽

pp. 946-959 ◽

Cited By ~ 41

Author(s):

Pei Chen ◽

Paul Sparrow ◽

Cary Cooper

Keyword(s):

Job Satisfaction ◽

Job Stress ◽

Supervisor Support ◽

Moderated Mediation ◽

Self Report ◽

Real Problem ◽

Mediation Model ◽

Content Type ◽

Moderated Mediation Model ◽

The Relationship

Purpose – Drawing upon the theory of conservation of resources to argue the importance of job stress as an important variable that mediates the person-organization (P-O) fit-job satisfaction relationship, and supervisor support as an important moderating variable that moderates the relationship between P-O fit and job stress, the purpose of this paper is to test a moderated mediation model. Design/methodology/approach – Data were collected from 225 employees in 12 catering service organizations in Beijing. An integrated mediation and moderation model was evaluated. Findings – The study illustrates both some new mechanisms and the boundary conditions between P-O fit and job satisfaction. Job stress mediates the relationships between P-O fit and job satisfaction; supervisor support moderates the linkage of P-O fit, job stress, and job satisfaction. The corresponding moderated mediation model was supported. Research limitations/implications – The question of causality cannot be determined because of the cross-sectional research design; self-report is a necessary strategy for the assessment of subjects’ appraisals. However, it requires some caution in interpreting the results. Practical implications – The findings offer a better understanding of the way P-O fit is able to affect job satisfaction. Actions designed to promote P-O fit may be useful in reducing employees’ stress and result in higher job satisfaction. To enhance the relationships between P-O fit and employees’ job satisfaction through supervisor support, supervisors should develop a positive form of reciprocation by helping employees to solve the real problem they are facing. Originality/value – No previous studies have investigated influencing factors of employees’ satisfaction from the perspective of individual and organizational interfaces.

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The Effect of Job Satisfaction and Gender on the Relationship between Employee Engagement and Intention to Leave in PT X: A Moderated Mediation Analysis

International Journal of Applied Business and International Management ◽

10.32535/ijabim.v5i3.737 ◽

2020 ◽

Vol 5 (3) ◽

pp. 13-22

Author(s):

Yeni Risdayanti ◽

Christine Winstinindah Sandroto

Keyword(s):

Job Satisfaction ◽

Employee Engagement ◽

Mediation Analysis ◽

Sampling Technique ◽

Intention To Leave ◽

Mediation Model ◽

Research Findings ◽

Convenience Sampling ◽

And Gender ◽

The Relationship

This study aims to determine the effect of job satisfaction and gender on the relationship between employee engagement and intention to leave. The population in this study were all employees of PT X. The 121-sample size was determined by Slovin formula. The study used convenience sampling for the sampling technique. The data obtained were analyzed with Simple Mediation Model with Macro Process. The research findings contended that job satisfaction is proven to mediate the relationship between employee engagement and intention to leave which moderated by gender.

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Shift-work job stress, psychological distress, and job satisfaction among employees

10.31234/osf.io/7aen9 ◽

2020 ◽

Author(s):

Prathana Dodia ◽

Neha Parashar

Keyword(s):

Job Satisfaction ◽

Psychological Distress ◽

Job Stress ◽

Night Shift ◽

Sampling Technique ◽

T Test ◽

Stress Index ◽

Pearson’S Correlation ◽

Pearson's Correlation ◽

The Relationship

The objective of the study was to identify the relationship between Job Stress, Psychological Distress, and Job Satisfaction among employees in comparison to day shift and night shift. The sample consisted of 60 employees, divided equally in both shifts (30-day shift and 30-night shift) and selected randomly with simple random sampling technique and volunteer sampling technique. The research tools used are Occupational Stress Index (OSI) to measure job stress, General Health Questionnaire (GHQ-28) to measure psychological distress, and Job Satisfaction Scale (JSS) to measure job satisfaction. For the analysis, Independent Sample t-test and Pearson’s Correlation were used to identify and compare the relationship between the independent variables (Day shift and Night shift) and dependent variables (Job Stress, Psychological Distress, and Job Satisfaction). The research findings examined by Independent Samples t-test on GHQ-28 (t (45) = -3.655, p = 0.001), OSI (t (58) = -4.538, p = 0.000), JSS (t (58) = -5.126, p = 0.000), was found to be statistically significant, where the night shift employees experienced more psychological distress and job stress, and low job satisfaction compared to the day shift employees. Pearson’s correlation, suggests a positive correlation between GHQ and OSI (r = 0.541), and negative relation between GHQ and JSS (r = -0.589), and OSI and JSS (r = -0.669), which were all significant at the 0.01 level. The results indicate that the employees working in night shift experienced higher Job Stress and Psychological Distress, and Low Job Satisfaction than day shift.

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Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000185 ◽

2017 ◽

Vol 16 (3) ◽

pp. 155-159 ◽

Cited By ~ 4

Author(s):

Peizhen Sun ◽

Jennifer J. Chen ◽

Hongyan Jiang

Keyword(s):

Job Satisfaction ◽

Emotional Intelligence ◽

Future Research ◽

Satisfaction Scale ◽

Primary School Teachers ◽

Mediating Role ◽

Regulation Of Emotion ◽

The Relationship ◽

Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

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Mediasi Kepuasan Kerja dan Stres Kerja pada Hubungan antara Program Jamsostek dan Kinerja Karyawan Studi Kasus pada Perusahaan Swasta di DIY dan Solo

Jurnal Maksipreneur Manajemen Koperasi dan Entrepreneurship ◽

10.30588/jmp.v3i1.89 ◽

2013 ◽

Vol 3 (1) ◽

pp. 75

Author(s):

Eny Sulistyowati ◽

Totok Danangdjojo

Keyword(s):

Job Satisfaction ◽

Social Security ◽

Job Stress ◽

Work Stress ◽

Program Performance ◽

Social Security Program ◽

Mediating Role ◽

The Social ◽

The Relationship

This study aims to explain the influence of the Social Security program on performance and job satisfaction and job stress as a mediating variable. In addition, this study also describes the effect of job satisfaction on the performance and the effect of work stress on performance. The relationship of each variable in this research is to be measured by conducting a survey on 145 employees of private companies that included in Social Security program on DIY and Solo. Then the path analisys used to test the effect of social security program performance in mediation by job satisfaction, performance and job stress, job satisfaction, and examines the effect on the performance and the effect of work stress on performance. The results showed that the social security program significant positively affects job satisfaction and performance. Job satisfaction was also positively and significantly affect performance. Even though mediating role of job satisfaction in the relationship between social security program performance partial. Because merely direct relationship between social security program with greater performance than the mediating role of job satisfaction. Social Security program did not significantly affect the stress of work, as well as job stress did not significantly affect performance. Therefore, the mediating role of work stress on the relationship between social security program with the performance did not occur. Individual differences and work experience may be a factor that causes no significant relationship between the two variables.

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