Thriving at work: A mentoring-moderated process linking task identity and autonomy to job satisfaction

2020 ◽  
Vol 118 ◽  
pp. 103373 ◽  
Author(s):  
Zhou Jiang ◽  
Lee Di Milia ◽  
Yiqi Jiang ◽  
Xuan Jiang
Keyword(s):  
Job Satisfaction ◽  
Task Identity ◽  
Thriving At Work

Job satisfaction among critical care nurses

1992 ◽  
Vol 1 (3) ◽  
pp. 37-44 ◽  
Author(s):  
JK Stechmiller ◽  
HN Yarandi
Keyword(s):  
Job Satisfaction ◽  
Critical Care ◽  
Job Stress ◽  
Critical Care Nurses ◽  
Path Model ◽  
Work Related ◽  
Job Motivation ◽  
Dependent Variables ◽  
Situational Stress ◽  
Task Identity

OBJECTIVE: To develop a conceptual path model to explain the effects of a set of personal and work-related independent variables and the dependent variables of situational stress, job stress and job motivation on job satisfaction among critical care nurses. DESIGN: A prospective descriptive study using a conceptual path model. SETTING: Nine hospitals licensed for at least 250 beds in the northeastern, northwestern, northcentral, and southern regions of Florida. SAMPLE: Three hundred female critical care nurses employed in the nine hospitals who had worked full-time for at least 3 months. MEASUREMENTS: Subjects were administered a demographic and work survey questionnaire, Daily Hassles Instrument, Psychological Hardiness Test and the Job Diagnostic Inventory. MAIN OUTCOME MEASURES: A conceptual path model was constructed to illustrate the effects of a set of personal and work-related independent variables and the dependent variables of situational stress, job stress and job motivation on job satisfaction. MAIN RESULTS: Path analysis of a job satisfaction model resulted in a causal progression of situational stress leading to either job stress or job motivation, both affecting job satisfaction. The results showed that job stress, job motivation, job expectations, meaningful work, knowledge of work results, commitment to career, health difficulties, task identity, supervision, dealing with others at work, opportunity for advancement, pay and job security had a significant effect on job satisfaction. CONCLUSION: Thirteen variables had a significant effect on job satisfaction and explained 63% of the variance. The four most significant effects on job satisfaction were opportunities for advancement, meaningfulness of work, pay and supervision. Commitment to the career, task identity and job security had a modest effect on job satisfaction.

Engaging Academic Staff in Transnational Teaching: The Job Satisfaction Challenge

2017 ◽  
Vol 21 (4) ◽  
pp. 333-348 ◽  
Author(s):  
Danny Toohey ◽  
Tanya McGill ◽  
Craig Whitsed
Keyword(s):  
Job Satisfaction ◽  
International Education ◽  
Academic Staff ◽  
Learning And Teaching ◽  
Job Characteristics Model ◽  
Task Identity ◽  
Determinants Of Satisfaction ◽  
And Control ◽  
Task Significance ◽  
And Task

Transnational education (TNE) is an important facet of the international education learning and teaching landscape. Ensuring academics are positively engaged in TNE is a challenging but necessary issue for this form of educational provision if the risks inherent in TNE are to be successfully mitigated. This article explores job satisfaction for academics using the job characteristics model (JCM) to better understand the conditions that influence their involvement with TNE. The results highlight the important role that teaching-related interaction with host-country students and staff (the Feedback and Task Significance JCM dimensions) plays in academics’ satisfaction. Feelings of ownership and control of the TNE course (Autonomy and Task Identity) were also shown to be important determinants of satisfaction. It is therefore recommended that these aspects of TNE be encouraged and supported through university procedures and policies. Similarly, those aspects of TNE teaching that contribute to dissatisfaction, such as additional administration, need to be better understood, managed, and their impact mitigated where possible.

scholarly journals Job characteristics of a Malaysian bank’s anti-money laundering system and its employees’ job satisfaction

F1000Research ◽  
2021 ◽  
Vol 10 ◽  
pp. 1052
Author(s):  
Rathimala Kannan ◽  
Yonesh Reddiar ◽  
Kannan Ramakrishnan ◽  
Marrynal S Eastaff ◽  
Shobana Ramesh
Keyword(s):  
Job Satisfaction ◽  
Money Laundering ◽  
Employee Satisfaction ◽  
Job Characteristics ◽  
Cross Sectional Study ◽  
Financial Risks ◽  
Cross Sectional ◽  
Effective Manner ◽  
Task Identity ◽  
Job Diagnostic Survey

Background: Banks and financial institutions are vulnerable to money laundering (ML) as a result of crime proceeds infiltrating banks in the form of significant cash deposits. Improved financial crime compliance processes and systems enable anti-ML (AML) analysts to devote considerable time and effort to case investigation and process quality work, thereby lowering financial risks by reporting suspicious activity in a timely and effective manner. This study uses Job Characteristics Theory (JCT) to evaluate the AML system through the job satisfaction and motivation of its users. The purpose of this study is to determine how satisfied AML personnel are with their jobs and how motivated they are to work with the system. Methods: This cross-sectional study used JCT to investigate the important elements impacting employee satisfaction with the AML system. The five core dimensions of the job characteristics were measured using a job diagnostic survey. The respondents were employees working in the AML department of a Malaysian bank, and the sample group was chosen using a purposive sampling approach. A total of 100 acceptable replies were gathered and analysed using various statistical approaches. A motivating potential score was generated for each employee based on five main job characteristics. Results: Findings revealed that five core job characteristics, namely, skill diversity, task identity, task importance, autonomy and feedback, positively influence the AML system employees’ job satisfaction. However, skill variety and autonomy are found to be low, which are reflected in the poor motivating potential score. Conclusion: This study examined the characteristics of the AML system and its users’ job satisfaction. Findings revealed that task significance is the most widely recognised characteristic, followed by feedback and task identity. However, there is a lack of skill variety and autonomy, which must be addressed to improve employee satisfaction with the AML system.

Educator organizational citizenship behavior and job satisfaction moderation in the GCC expatriate-dominated market

2019 ◽  
Vol 27 (1) ◽  
pp. 19-35 ◽  
Author(s):  
Nabeel Sawalha ◽  
Yunus Kathawala ◽  
Ihab Magableh
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Job Characteristics ◽  
Sem Analysis ◽  
Citizenship Behavior ◽  
Content Type ◽  
Task Identity ◽  
The Relationship

PurposeThis paper aims to explore the relationship between job characteristics (JC) and organizational citizenship behavior (OCB) moderated by job satisfaction (JS) among educators in the higher education institutions in the countries of the Gulf Cooperation Council (GCC), including Saudi Arabia, Kuwait, Bahrain, Qatar, United Arab Emirates and Oman, taking into consideration that most educators at the higher education institutions in this area are expatriates.Design/methodology/approachA sample of 157 faculty members and instructors was used. Five job characteristics (skill variety, task identity, task significance, autonomy and feedback) and five OCB behaviors (altruism, civic virtue, courtesy, conscientiousness, and sportsmanship) were studied. The overall job satisfaction was measured with seven general items adopted from Al-Damour and Awamleh (2002). Data were collected voluntarily using social media network announcements and pencil and paper. Structural equation modeling (SEM) analysis was used in testing this moderation relationship.FindingsResults showed that job satisfaction plays a significant moderating effect in enhancing the relationship between four out of the five job characteristics (feedback, skill variety, task identity and autonomy) and only two out of five OCB behaviors, namely, altruism and courtesy. Also, culture showed no significant impact on results.Research limitations/implicationsUsing a self-reporting tool, the respondents could give biased responses that might influence results. In addition, the use a complex relationship to establish a causality relationship among many variables measured with many items did make it difficult and sometimes errored out using SEM analysis.Practical implicationsThis study delivers important suggestions to the management of these institutions as well as higher education administration about how to enhance their educators’ OCBs as a source of competitive advantage taking into consideration that expatriates work within certain legal and social contexts.Originality/valueWith very limited related research covering this region, this study provides an insight into how educators’ OCBs can be enhanced within unique employment structures and policies designed for expatriate educators in the GCC countries.

Moderating Role of Gender between Job Characteristics and Job Satisfaction

2017 ◽  
pp. 412-425
Author(s):  
Shruti Traymbak ◽  
Pranab Kumar ◽  
A.N. Jha
Keyword(s):  
Job Satisfaction ◽  
Positive Impact ◽  
Job Characteristics ◽  
Chi Square ◽  
Male And Female ◽  
Task Identity ◽  
Task Significance ◽  
Moderating Role ◽  
And Task

This study examines the moderating role of gender between job characteristics and job satisfaction among Indian software employees which has received less attention in the Indian context. Additionally, it also examines difference in the job characteristics that affect male and female employee's job satisfaction. Structural Equation Modeling (SEM) and chi-square difference in multi group moderation analysis, used to test the hypothesized relationships. Chi-square difference test showed invariant moderation effect of gender on the relationship between job characteristics and job satisfaction. It has been also found that five job characteristics (skill variety, task significance, task identity, autonomy and feedback) have a significant positive impact on job satisfaction among male employees, whereas in case of female, only two job characteristics task significance and task identity were significant predictors of job satisfaction. Interestingly, task significance and task identity were common significant positive predictors of job satisfaction for both male and female software employees.

Job Involvement: A Brief of Literature

2009 ◽  
Vol 34 (3) ◽  
pp. 397-404
Author(s):  
Zafrul Allam ◽  
Rezene Habtemariam
Keyword(s):  
Quality Of Life ◽  
Mental Health ◽  
Job Satisfaction ◽  
Job Involvement ◽  
The Public ◽  
Organizational Behaviour ◽  
Task Identity ◽  
Job Enrichment ◽  
Public Sectors

Job involvement is an integral and growing concept in organizational behaviour. This paper surveys the literature on job involvement. The studies reviewed reveals that job satisfaction, stress, commitment, job authority, job enrichment, task identity, mental health, age, tenure, job anxiety, quality of life and burnout has been found significantly related with job involvement. It has also been observed that job involvement was higher among private sectors employees as compared to those in the public sectors.

Placing Job Characteristics in Context: Cross-Temporal Meta-Analysis of Changes in Job Characteristics Since 1975

2016 ◽  
Vol 44 (1) ◽  
pp. 352-386 ◽  
Author(s):  
Lauren A. Wegman ◽  
Brian J. Hoffman ◽  
Nathan T. Carter ◽  
Jean M. Twenge ◽  
Nigel Guenole
Keyword(s):  
Job Satisfaction ◽  
Meta Analysis ◽  
Job Characteristics ◽  
Primary Data ◽  
Modern World ◽  
Task Identity ◽  
The Relationship ◽  
Task Significance ◽  
Identity Task ◽  
Over Time

Despite frequent references to “the changing nature of work,” little empirical research has investigated proposed changes in work context perceptions. To address this gap, this study uses a cross-temporal meta-analysis to examine changes in five core job characteristics (e.g., task identity, task significance, skill variety, autonomy, and feedback from the job) as well as changes in the relationship between job characteristics and job satisfaction. An additional analysis of primary data is used to examine changes in two items related to interdependence. On average, workers perceived greater levels of skill variety and autonomy since 1975 and interdependence since 1985. In contrast, the results of a supplemental meta-analysis did not support significant changes in the association between the five core job characteristics and satisfaction over time. Thus, although there is some evidence for change in job characteristics, the findings do not support a change in the value placed on enriched work. Implications for researchers and organizations navigating the modern world of work are highlighted.

Job Status and Employees' Responses: Effects of Demographic Characteristics

1984 ◽  
Vol 55 (1) ◽  
pp. 323-328 ◽  
Author(s):  
Alan J. Dubinsky ◽  
Steven J. Skinner
Keyword(s):  
Job Satisfaction ◽  
Work Motivation ◽  
Demographic Variables ◽  
Demographic Characteristics ◽  
Full Time ◽  
Job Tenure ◽  
Job Status ◽  
Task Identity ◽  
Part Time ◽  
Rated Performance

Differences in attitudinal responses of part-time and full-time employees have been described in prior investigations which, however, generally did not control statistically for demographic variables. Some researchers contend that the results may be spurious. This paper reports differences between 74 part-time and 83 full-time retail department store employees' role perceptions, general job satisfaction, internal work motivation, organizational commitment, task perceptions, and self-rated performance. Differences, assessed while controlling for age, sex, job tenure, and education, suggest that job status is related to employees' variety, autonomy, task-identity, and self-rated performance when controls for demographic variables are appropriate.

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