The roles of multiple foci of employee commitments and job satisfaction on creative performance: a study of hotel chefs

2022 ◽  
Vol 101 ◽  
pp. 103107
Author(s):  
Vicky T.Y. Leung ◽  
Pearl M.C. Lin
Keyword(s):  
Job Satisfaction ◽  
Creative Performance

Antecedents and outcomes of job insecurity among salespeople

2018 ◽  
Vol 36 (2) ◽  
pp. 290-302 ◽  
Author(s):  
Mona Bouzari ◽  
Osman M. Karatepe
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Job Insecurity ◽  
Job Resources ◽  
Equation Modeling ◽  
Creative Performance ◽  
Job Outcomes ◽  
Content Type ◽  
Career Opportunities ◽  
Intermediate Linkage

Purpose The purpose of this paper is to examine the impacts of job resources, as manifested by selective staffing, training (TR), and career opportunities, on job insecurity and the influence of job insecurity on hope, job satisfaction, and creative performance. By investigating these relationships, the present study also aims to provide the managers the ways by which they can foster job resources, reduce job insecurity, and activate hope and job outcomes of their salespeople. Design/methodology/approach Data came from hotel salespeople in Iran. Structural equation modeling was used to test the aforesaid relationships. Findings The empirical data lend support to the overwhelming majority of the relationships. Specifically, job insecurity and hope act as mediators of the impacts of job resources on job satisfaction. Job satisfaction mediates the impacts of job insecurity and hope on creative performance. Contrary to what has been hypothesized, job insecurity positively influences salespeople’s hope. Such salespeople in turn exhibit higher job satisfaction. In addition, job resources do not significantly influence hope via job insecurity. Practical implications Management should invest in job resources to reduce job insecurity. Management should also try to hire individuals high on hope since hope is treated as a malleable variable and can be developed via TR interventions. Workshops can be organized to enable junior salespeople to learn senior salespeople’s practices regarding the solutions to new customer requests and problems. Originality/value Job insecurity is an endemic problem in many industries and there is a lack of empirical research about the intermediate linkage between job insecurity and employees’ job outcomes. There is also a need for more research to ascertain the factors influencing job insecurity.

scholarly journals The Relationship Between Psychological Empowerment and Creative Performance of Employees: Mediating Effect of Job Satisfaction in International Non-Governmental Organizations

2018 ◽  
Vol 14 (20) ◽  
pp. 217 ◽  
Author(s):  
Dina Ayoub ◽  
Dania Al-Akhras ◽  
Ghalia Na’anah ◽  
Amro Al-Madadha
Keyword(s):  
Job Satisfaction ◽  
Work Experience ◽  
Psychological Empowerment ◽  
Mediating Effect ◽  
Creative Performance ◽  
Online Questionnaire ◽  
Governmental Organizations ◽  
Analysis Process ◽  
Non Governmental Organizations ◽  
The Relationship

The aim of this study was to examine the relationship between psychological empowerment and creative performance through the mediating effect of job satisfaction in the International Non-Governmental Organization’s (INGO’s) context in Jordan. In accomplishment of this, an online questionnaire was distributed to a random representative sample of INGO’s employees working at Jesuit Refugee Service Jordan. Data were collected from 125 workers who are diverse in their gender, age, educational level, work experience and hierarchical position. Additionally, SPSS and AMO statistical software were used in order to read out the results of the filled out questionnaires. Moreover, Correlation Matrix, Multiple Regression Analysis and Mediation Analysis Process statistical tools were adopted in order to validate the proposed relationship. Sequentially, the results of the analysis validated the proposition that psychological empowerment is correlated significantly to the creative performance of employees through the mediating effect of job satisfaction.

Helping behaviors convert negative affect into job satisfaction and creative performance

2019 ◽  
Vol 48 (6) ◽  
pp. 1530-1547 ◽  
Author(s):  
Yating Chuang ◽  
Hualing Chiang ◽  
Anpan Lin
Keyword(s):  
Job Satisfaction ◽  
Negative Affect ◽  
Design Methodology ◽  
Sampling Method ◽  
Creative Performance ◽  
Content Type ◽  
Administrative Employees ◽  
Helping Behaviors ◽  
High Level ◽  
The Impact

Purpose Drawing on mood regulation theories, the purpose of this paper is to examine the impact of employees’ coworker-helping behaviors (OCB-Is) on the relationships between prior negative affect and subsequent job satisfaction and creative performance. The authors hypothesize that employees’ work competence is a moderator of the relation between negative affect and OCB-Is. Design/methodology/approach Data were collected by the experience sampling method of self-rating (twice per day) and coworker-rating (once per day) over two weeks by 120 administrative employees and their coworkers in a university; 743 available days were obtained. Findings Multilevel modeling showed that self-rated negative affect during the morning was associated with coworker-rated OCB-Is during the afternoon; OCB-Is were positively associated with self-rated job satisfaction and coworker-rated creative performance during the afternoon; based on an indirect effect, OCB-Is mediated the relationships between negative affect and job satisfaction, and negative affect and creative performance; and employees with high-level work competences tended to engage in OCB-Is more than employees with low-level work competences when experiencing negative affect. Originality/value These findings suggest that OCB-Is create a positive reaction by converting negative affect into positive job satisfaction and creative performance and that employees’ work competence is the boundary condition.

scholarly journals Status Incongruence In Supervisor Subordinate Dyads: The Effects On Subordinate Job Satisfaction and Creative Performance

1970 ◽  
Vol 37 (2) ◽  
pp. 66-89
Author(s):  
Carliss Miller ◽  
Orlando Richard
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Job Performance ◽  
Future Research ◽  
Mediation Model ◽  
Creative Performance ◽  
Role Congruity Theory ◽  
Role Congruity ◽  
Moderated Mediation Model ◽  
Congruity Theory

Extant research on status incongruence has begun to explore the resultingtensions it may engender between supervisor and subordinate, yet it excludes therole of other demographic factors beyond age which influence status perceptions.We draw on role congruity theory to examine how organizational culture influenceswhether supervisor-subordinate dyadic status incongruence has a negative orpositive impact on subordinate job satisfaction and creative performance. We findthat status incongruence reduces job satisfaction when supervisor-subordinate dyadswork in a hierarchical organizational culture (i.e. low clan organizational culture),and job satisfaction increases for supervisor-subordinate dyads that work in a clanorganizational culture (i.e. high clan organizational culture). Furthermore, theseeffects on job satisfaction ultimately impacted subordinate creative job performance,supporting a moderated-mediation model. Implications for future research on statusincongruence are discussed.

The Quality of Teacher Work Life Survey: A Measure of Teacher Stress and Job Satisfaction

1989 ◽  
Vol 21 (4) ◽  
pp. 165-176 ◽  
Author(s):  
Dennis M. Pelsma ◽  
George V. Richard ◽  
Robert G. Harrington ◽  
Judith M. Burry
Keyword(s):  
Job Satisfaction ◽  
Teacher Stress ◽  
Work Life ◽  
Teacher Work

Instrumentality and Expressiveness at Work

2014 ◽  
Vol 58 (3) ◽  
pp. 111-124 ◽  
Author(s):  
Sonja Sobiraj ◽  
Sabine Korek ◽  
Thomas Rigotti
Keyword(s):  
Job Satisfaction ◽  
Work Roles ◽  
Professional Work ◽  
Gender Typicality ◽  
Positive Effects ◽  
Male Dominated ◽  
Role Demands

Men’s professional work roles require different attributes according to the gender-typicality of their occupation (female- versus male-dominated). We predicted that levels of men’s strain and job satisfaction would be predicted by levels of self-ascribed instrumental and expressive attributes. Therefore, we tested for positive effects of instrumentality for men in general, and instrumentality in interaction with expressiveness for men in female-dominated occupations in particular. Data were based on a survey of 213 men working in female-dominated occupations and 99 men working in male-dominated occupations. We found instrumentality to be negatively related to men’s strain and positively related to their job satisfaction. We also found expressiveness of men in female-dominated occupations to be related to reduced strain when instrumentality was low. This suggests it is important for men to be able to identify highly with either instrumentality or expressiveness when regulating role demands in female-dominated occupations.

Must We Suffer to Succeed?

2017 ◽  
Vol 38 (2) ◽  
pp. 113-124 ◽  
Author(s):  
Juliane Strack ◽  
Paulo Lopes ◽  
Francisco Esteves ◽  
Pablo Fernandez-Berrocal
Keyword(s):  
Job Satisfaction ◽  
Academic Achievement ◽  
Trait Anxiety ◽  
The Relationship

Abstract. Why do some people work best under pressure? In two studies, we examined whether and how people use anxiety to motivate themselves. As predicted, clarity of feelings moderated the relationship between trait anxiety and the tendency to use this emotion as a source of motivation (i.e., anxiety motivation). Furthermore, anxiety motivation mediated the relationship between trait anxiety and outcomes – including academic achievement (Study 1) as well as persistence and job satisfaction (Study 2). These findings suggest that individuals who are clear about their feelings are more likely to thrive on anxiety and eustress and possibly use these to achieve their goals and find satisfaction at work.

Power Values and Power Distance Moderate the Relationship Between Workplace Supervisory Power and Job Satisfaction

2020 ◽  
Vol 19 (3) ◽  
pp. 135-141
Author(s):  
Kenneth D. Locke
Keyword(s):  
Job Satisfaction ◽  
Multilevel Modeling ◽  
Power Distance ◽  
European Social Survey ◽  
Social Survey ◽  
The Relationship ◽  
Workplace Power ◽  
Over Time

Abstract. Person–job (or needs–supplies) discrepancy/fit theories posit that job satisfaction depends on work supplying what employees want and thus expect associations between having supervisory power and job satisfaction to be more positive in individuals who value power and in societies that endorse power values and power distance (e.g., respecting/obeying superiors). Using multilevel modeling on 30,683 European Social Survey respondents from 31 countries revealed that overseeing supervisees was positively associated with job satisfaction, and as hypothesized, this association was stronger among individuals with stronger power values and in nations with greater levels of power values or power distance. The results suggest that workplace power can have a meaningful impact on job satisfaction, especially over time in individuals or societies that esteem power.

Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

2017 ◽  
Vol 16 (3) ◽  
pp. 155-159 ◽  
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.

"Job satisfaction reconsidered": Reconsidered.

1978 ◽  
Vol 33 (9) ◽  
pp. 854-855 ◽  
Author(s):  
Edwin A. Locke
Keyword(s):  
Job Satisfaction
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